Are you familiar with the concept of employee engagement? What about your business? Are you aware that many studies today report that employee engagement is at a 22 year low?
We define an engaged employee as one who is fully involved in, and enthusiastic about their work, and thus will act in a way that furthers their organization's interests.
Employee engagement is a measurable degree of an employee's:
- Positive emotional attachment to their job
- Negative emotional attachment to their job
It is distinctively different from employee satisfaction and organizational culture.
Employee engagement is derived from studies of morale or a group's willingness to accomplish organizational objectives which began in the 1920s.
It was matured by US Army researchers during WWII to predict unity of effort and attitudinal battle-readiness before combat. In the postwar mass production society that required unity of effort in execution, (group) morale scores were used as predictors of speed, quality and militancy.
Employee engagement is essential to succeed in business, yet few organizations successfully define, measure or manage this leadership model. According to Scarlett Surveys, fewer than half of U.S. workers are satisfied with their jobs. Even more are disengaged. This 22 year low clearly shows that most organizations are not addressing the real drivers of engagement or improving them
Managing 4 Engagement Drivers
There are a range of driver factors that are thought to increase overall employee engagement. By managing the drivers, an organization can effectively manage engagement levels of its employees. Here are the employee engagement drivers and necessary actions that we believe are most critical and we use with our clients:
Build a clear link for employees between their work and contribution and the success of the organization.
2. Value Add
Respect individual strengths and make weaknesses irrelevant. Assign employees interesting, meaningful tasks and roles. Coach them on the value to using initiative to maximize their value add.
3. Business Culture
Provide an inclusive environment that attracts and retains talent by addressing employee needs as directly as possible. Accept and encourage diversity of thought and give support to a work-life balance.
4. Leadership Development
Select, develop, and support leaders who prioritize their focus on a people first attitude. Create an environment of trust and integrity at all times. Build, develop, and coach all leadership competencies.
Remember ... leadership starts with a focus on people which comes from leaders at the top. Our best definition of leadership is someone who helps people succeed; are you one of those leaders?
What are some of the experiences with employee engagement within your business? Please share an experience with us.