our previous issue, we discussed Employee Engagement; what it is, what
to do, and questions to ask. This article will focus on the "Key Drivers" of Engagement.
employee surveys make it possible to identify engagement, it does not
pinpoint organizational improvement very well. There are many factors
that will help increase employee engagement known as "Drivers."
These drivers, when managed correctly, will help a company effectively manage the levels of employee engagement.
such as clearly defined goals, vision, culture, management & peer
relationships, career development & opportunities, performance
feedback, communication, rewards & recognition, and trust are some
of the elements that enable employee engagement.
Here are some points (in no particular order) to consider as you look to increase employee engagement:
Organizational Goals & Vision
- Everyone within the company need to know the overall vision,
direction, and their part in achieving that direction. Make sure
everyone has specific, measurable, attainable, realistic, & time
targeted goals that are congruent with the company goals. This is a must
for successful companies.
- Employees must know what is expected of them and to have the tools
necessary to do their jobs. When employees don't know exactly what is
expected or have the basic materials / tools needed to complete the job,
resentment or boredom kicks in and they may lose the focus on how to
help the company succeed. It is important to give employees everything
they need in order to be successful.
Job Perception Of Importance
- Employees must know & perceive the importance of their job. This
is vital to their overall attitude, loyalty, and customer service. This
may be the most important factor of all.
Career Improvement Opportunities
- Employees should be given opportunities to better themselves through
training & advancement. Provide support, direction, and growth
opportunities to the employee looking to better themselves.
On Going Feedback -
Many companies really fail here. Feedback is a key driver to let
employees know how they are doing. If they are doing a good job, tell
them! Say "Thank You" when you catch them doing something right. Many
times companies that have a bonus structure think that by giving them a
check, it is enough. Often times what an employee really wants is to
hear "Thank you for doing a great job." I am not stating that bonuses
for a job well done should be discontinued: I am saying that it is not
the sole driver. Just ask your employees.
Excellent Working Relationships With Superiors, Peers, & Subordinates
- Top performers have great relationships with their managers, staff,
& peers. If they have a bad relationship with their boss, then no
amount of incentives will keep them performing at the highest levels.
- Often poor communication leads to lack of trust, disengagement, and
internal destruction starts to occur. Employees that perceive poor
communication do not have a clear description of "what's going on." When
that happens, it may cause a sense of doubt, poor performance, and you
will no longer have an engaged employee. Keep everyone in the loop and
focused on goals, achievement, and success.
Integrity, Ethics, & Values
- A core set of values should be understood by the entire staff. This
set of values will help in the decision making process when challenges
or problems arise. When these are clearly defined, everyone will come up
with the same answer / solution to any given situation. Everyone must
"walk the talk" from top to bottom. This is the most important driver of
- Employees that are engaged are top performers and should be rewarded.
Incentives for a job well done have proven to boost morale and increase
engagement. Put a program in place that works within your industry and
communicate it to everyone. But you must follow up on this program or it
will become very destructive and counterproductive.
There are many aspects to employee engagement and we hope this list will help you to enhance engagement within your company. t
Need help? Contact us today for more information!
Written for us by our associate Gary Sorrell, Sorrell Associates, LLC
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