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Employee engagement is a relatively new concept and popular in human resource development. According to Bakker and Demerouti (2008), employees who are engage will work hard with positive thoughts, accomplishing their work faster than others. When employees are engage, they will automatically improve their performance in line with the goals of the company. Agencies that have engaged employees will get various benefits. Markos and Sridevi (2010) declared that employee engagement could affect employee retention, productivity, profitability, loyalty, and safety. Employee Engagement according to Kahn (1990) was utilizing organizational members in accordance with the role of their work by expressing themselves physically, cognitively, emotionally and mentally. In the 2015-2018, employee performance database indicated that there were employees of the Ministry of Finance who had poor and bad performance. This phenomenon explains that low performance indicates that employees did not have engagement with the company. Performance is the result of work in the quality and quantity achieved by an employee, in accordance with the responsibilities given. Furthermore, the researcher identified approaches that were considered to affect Employee Engagement, there are job characteristics, HR management practices, relationships between leader and member, and individual characteristics.This study will examine employee engagement in Secretariat General-Ministry of Finance. The purpose of this study is to understand the phenomena that occur in these organizations and help provide references for organizations in designing strategies to increase employee engagement.