Employee engagement indicates more than just motivation and job satisfaction. It combines loyalty to the organization and its goals with a willingness for teamwork. Interpreting what inspires and drives individuals to feel commitment towards their work is crucial for increasing employee engagement. Let’s look at employee engagement drivers and how you may discover the most significant ones for your company.
Dr Ken Oehler, global engagement practice leader at Aon Hewitt, says that employers need to recognize the incredible financial opportunity behind their investments in talent. They need to develop a long-term strategy for keeping their employees engaged and productive at work. The research discovered a high association between employee engagement levels and Total Shareholder Return.
Comprehending Employee Engagement
Employee Engagement (EE) is a complex term, yet every firm needs to flourish in the current competitive environment. The necessity for EE developed from the desire to boost productivity and maximize output from efforts.
According to Group Research findings, engaged employees work more productively, provide better customer service, and are more satisfied. They help increase the organization’s bottom-line performance. Gallup’s employee engagement strategy has demonstrated the positive relationship between EE and productivity, customer engagement, quality, retention, safety, and profit. In this time of rapid economic, social, and technological change, it’s especially important to go back to basics. Businesses must grasp the variables that enable people to focus and accomplish their best at their jobs.
For companies to improve employee engagement, it’s critical to understand what motivates and pushes individuals in their work. Yet, there are no set patterns or uniform motivators for employee engagement. They can differ from one organization to the next, as well as between different groups of employees within the same organization. Drivers can also alter over time or as a result of external causes, such as an economic downturn or a public health issue like a pandemic. Even so, you may hack organizational success by taking a more modern approach to your people and employee engagement drives. The approach necessitates thinking about these factors in a more personalized way.
An engaged employee
An engaged employee believes in the company’s mission and goals and can see how their work fits the wider picture. Employees that are engaged are more productive and, as a result, can increase a company’s profitability.
Engagement is a two-way process. Organizations must work to engage the employee, who has a choice regarding the level of engagement to offer the employer.
Employee engagement, per the Institute of Employment Studies (IES), is a positive attitude of the employees toward the organization and its objectives. An engaged employee recognizes the business context and collaborates with colleagues to improve job performance for the organization’s benefit.
Behaviours of engaged employees
Generally, employees that are highly engaged exhibit the following behaviours:
- belief in the organization,
- desire to work to improve things,
- understanding of the business context and the "bigger picture,"
- offer respect and help to colleagues,
- willingness to "go the extra mile,"
- and keeping up with developments in the field
Employee engagement is strongly reliant on employees feeling valued and involved at work. The organization must encourage and develop employee engagement, which calls for a two-way connection between employer and employee.
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A quick reference of Employee Engagement ideas for HR
Distinction between employee engagement and motivation
Employee engagement and motivation are vital to business success. But, while employee engagement and motivation are used interchangeably, there is a distinction between the two. Employee engagement and motivation are closely related but not synonymous.
Employee engagement refers to employees’ emotional connection and commitment to their work, business, and goals. Evidently, employees who are enthusiastic and invested in their work have better job satisfaction, productivity, and loyalty. On the other hand, employee motivation refers to the driving forces or causes that motivate employees to persevere in their professional tasks. The inner drive or desire motivates and guides action toward specified goals or consequences.
Employee engagement is a broader, long-term concept. It encompasses employees’ emotional connection and commitment to their work and organization. In contrast, employee motivation is a more specific, short-term concept. It focuses on the motivators that inspire employees to act and exert effort in order to achieve specific goals or outcomes. Both ideas are crucial for businesses to understand and encourage to build a healthy and productive workplace.
Grow People to gain profits
Employee engagement (EE) drivers impact the whole employee experience. They influence employees’ levels of commitment, happiness, and performance at work. Organizations, by all means, must create a pleasant work environment that encourages high levels of employee motivation, productivity, and loyalty by identifying and addressing the key employee engagement drivers. One concept that emphasizes the importance of EE drivers is the Service Profit Chain.
Harvard Business School professors James L. Heskett, W. Earl Sasser, and Leonard A. Schlesinger established the Service Profit Chain concept. It implies a direct relationship between staff engagement, customer satisfaction, and financial performance. According to the Service Profit Chain, engaged people who are happy with their jobs and devoted to their company provide outstanding service to consumers, resulting in more customer satisfaction and loyalty. Consequently, happy and loyal customers continue doing business with the company, resulting in greater financial performance and profitability. The Service Profit Chain emphasizes EE drivers as important components of business performance.
Employee Engagement Drivers
In today’s competitive business market, organizations that prioritize employee engagement experience enhanced performance and gain an edge over their competitors. Organizations have to evolve beyond one-size-fits-all solutions. Firstly, they must ensure that they address employees’ development needs completely. Further, they need to pay attention to the functions of support personnel and keep longer-serving employees interested.
What drives engagement?
An engaged employee is an innovative, self-motivated asset that any company needs to grow and earn market share. But what are the primary employee engagement drivers that accelerate businesses toward their goals?
According to a review of NHS case study data, attitudes and experiences about various aspects of working life are significantly related to levels of involvement. However, the most effective motivator of all is a sense of being valued and involved.
Components of EE Drivers
Employee development and growth – A primary driver of EE is the provision of chances for employee development and progress. Employees remain dedicated to their organization when they believe they have opportunities to learn, enhance their abilities, and grow in their careers.
1. Leadership style
Leadership is a critical driver of EE because it sets the tone for the organization and drives employee attitudes and actions. Engaged leaders that communicate effectively, set clear goals, and encourage their staff can establish an EE-friendly work environment. According to Gallup, employees who strongly feel that their leaders are excellent at communicating, having clear standards, and offering feedback are 3.3 times more interested in their professions.
2. Recognition and rewards
Recognizing and rewarding people for their efforts and accomplishments is a crucial EE driver. Employees feel motivated, engaged, and devoted to their firm when they get recognition and reward for their work. An industry survey states 78% of employees would work harder if their efforts were recognized. Also, 69% would work harder if they thought their efforts were better appreciated.
3. Work-life balance
A healthy work-life balance is of the utmost importance for EE. Employees who believe they have a healthy work-life balance are more engaged, satisfied, and devoted to their firm. An American Psychological Association poll revealed 75% of employees ranked work-life balance as the most important component in their overall well-being and job satisfaction.
4. Employee involvement and empowerment
Involving employees in decision-making, empowering them to contribute ideas, and above all providing them with a sense of ownership over their job enhances engagement. Employees gain a sense of belonging when they believe their thoughts and contributions have value. As per a Harvard Business Review study, people who feel empowered are 1.4 times more engaged at work.
5. Organizational culture
Lastly, a positive company culture that encourages open communication, collaboration, and a welcoming work environment can have a substantial impact on EE. Employees are devoted to their work when they feel included, supported, and aligned with the organization’s values and mission. Deloitte report says 94% of executives and 88% of employees agree that having a distinct corporate culture is critical to business success and employee engagement.
Why care for EE drivers
Engagement is one step above commitment and has an impact on business outcomes. It is also associated with a higher intention to stay with the organization. As a result, it makes sense for organizations to monitor employee engagement levels and take measures to raise them.
- Employee engagement has a tremendous influence on productivity, profitability, and customer satisfaction. Employees' experiences and overall opinions of working life have clear links to their sense of engagement and involvement.
- Organizations that invest in EE drivers can create a virtuous cycle whereby engaged employees give exceptional service to their customers, resulting in higher customer happiness and loyalty and, eventually, enhanced financial success.
- Employee engagement drivers differ depending on an organization's and its workforce's specific demands and characteristics. Employee surveys, feedback systems, and data analysis on a regular basis can certainly assist firms in identifying the unique drivers of employee engagement in their environment and making targeted efforts to increase it.
Organizations must take care of their employees from day one in order to help improve EE levels, and this should be a constant effort in all aspects of management. To ensure organizational success, keep in mind that one size does not fit all. It varies depending on their personal needs, job traits and work experiences. Companies cannot always engage different employee groups in the same way. This is where a digital employee engagement solution can help organizations enhance their engagement levels.
