Employee engagement drives business performance. But what drives employee engagement? Satisfaction, effectiveness, and engagement are all inter-related in an upward progression. Each item has different drivers, but they build on one another to increase performance in the workplace.
Think about it, just because employees are satisfied with their job does not mean they are effective or engaged. It is possible for an employee to be completely satisfied with his or her job, and not be fully engaged. To further complicate matters, an employee can be both engaged and satisfied, yet not be effective. All three components work together to create an environment where employees are highly motivated and committed to giving their best performance.
Profile of a Fully Engaged Employee
So what does a fully engaged employee look like? These items represent some of the most common characteristics of those who are engaged. They…
- Do their very best
- Constantly learn and take calculated risks
- Feel stretched beyond their comfort zone
- Take personal satisfaction in their quality of work
- Find work can be stressful at times but also rewarding and fun
- Love their job!
The following provides a list of drivers for Dissatisfaction, Satisfaction, Effectiveness, and Engagement.
1. Drivers of Dissatisfaction
These are the basics. If these areas are not sufficiently met, employees will most likely be looking for another job.
- Compensation
- Job Security
- Safety
- Fair Policies
2. Drivers of Satisfaction
These factors will satisfy employees but don’t necessarily make them effective. Employees who are only satisfied “do what it takes to get by.”
- Relationships (manager, co-workers)
- Interesting Work
- Recognition
- Opportunities to Grow
3. Drivers of Effectiveness
These items are critical if an employee is going to be able to provide a high level of contribution. These factors remove the limits that may hold employees back from giving their all.
- Clearly Communicated Direction
- Pride in the Work
- Access to Information and Resources
- Authority to Make Decisions
- Personal and Professional Renewal
4. Drivers of Engagement
These drivers influence the discretionary effort given by employees. When these factors are met, employees choose to give their all in their work responsibilities.
- Fit with strengths
- Accountability
- Values Alignment
- Great Leadership
- Stimulating Work Environment/Team
Boosting Employee Engagement
Here are a few recommendations on how to increase employee engagement.
- Make sure employees are in the right job where their strengths can be maximized.
- Focus on management behavior. Many employees quit their manager, not their job.
- Provide opportunities for advancement and communicate them regularly.
- Measure it, communicate the results, and create action plans to improve it.
As a final thought, be aware that not every employee will “transform” into a fully engaged employee. With this in mind, focus on employees in positions that are most critical for success for your organization. Look at the factors that influence their engagement and find ways to make improvements.
To find out how to increase employee engagement visit our website at: http://www.decwise.com/employee-engagement.html
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