Drivers of Employee Engagement
Five drivers of employee engagement are management and leadership, work engagement, relationship between employees, rewards and recognition, and the voice. The above mentioned drivers can be implemented through several techniques aimed at increasing employee engagement. They include the adequate training of employees, the right role and right tool, individual attention given to employees when necessary, taking into account employee feedback, and recognizing the employee's achievements. Below is a deep dive into our findings.
Employee engagement drivers span beyond a few identified tips, it is an everyday attitude that should be deployed to boost employee engagements and satisfaction. Our research on drivers of employee engagement and techniques to boost employee engagement produced several results. We have collated the most recurring trends to build the list below.
drivers of employee engagement
1. MANAGEMENT AND LEADERSHIP: Leadership has a prominent role in employee engagement as the action of a senior leader affects the engagement of the subordinates. Employee trust in the management and leadership of an organization is a key determinant of employee engagement in the organization. Transparency and communication is a vital component in building employee trust in the organization's leadership, which reflects on their engagement.
2. WORK ENGAGEMENT: When employees are engaged in meaningful work that allows them to utilize their skills and abilities, chances of them seeking to leave the organization are minimal. Employees cannot be engaged at work if their work is not engaging. When employees have the feeling that their work is relevant or aligned with the organizational goal, they have a sense of belonging and engagement in their role. This would spur them to want to make a meaningful impact.
3. RELATIONSHIPS: The relationship between employees and their manager correlates to their level of engagement. Naturally, employees would seek to leave an organization if they have a bad relationship with the management. A bad relationship in a good working environment or vice versa would mean nothing to the employee. "Great managers in great work environments trump all". Likewise, relationship with co-workers plays a role in employee satisfaction and engagement. When employees are happy with their working environment, they are more engaged.
4. REWARDS AND RECOGNITION: The essence of working is to earn. As such, when work is commensurate to reward, employees are naturally motivated which improves engagement. Due recognition and rewards of workers enhance motivation and commitment. Employees should be shown care and appreciation when they merit it.
5. VOICE: When employees have a voice in an organization, they have a sense of belonging and responsibility to contribute towards organizational goals. When they are given a platform to contribute to strategic decisions, they feel more involved in the organization which increases their engagement.
Techniques to boost employee engagement
1. ADEQUATE TRAINING: By creating an enabling environment for employees to hone their skills, organizations also show their trust and believe in the potentials of their employees. The level of employee engagement would naturally increase if the employee feels the company is willing to invest in their future. Organizations could look to pair employees with in-house mentors to develop their skill in a particular field they have interest in. This would improve the employee's trust in the organization.
2. RIGHT ROLE AND RIGHT TOOLS: To meet set out goals, right people should be placed in the right role, with the required tools needed to perform effectively. When employees are placed in a suitable role, with the right infrastructure, their effectiveness and engagement are increased.
3. INDIVIDUAL ATTENTION: For an organization with multiple nationalities or generation, a simple way to figure out the best approach for the employees at no-cost is by getting to hear from them individually. Seeking their opinion on their task and engagement in the organization is a good way to know what they feel about their role or what other roles they might feel more comfortable. Vital information like employee's relationship with colleagues, satisfaction with compensation and growth opportunities could be determined on individual bases. This would serve as a meter to read and foster employee engagement.
4. EMPLOYEE FEEDBACK: Employee feedback is a vital tool that has to be on regular bases rather than stipulated time. It leads to faster course identification and correction. It also makes the employee that identified the problem feel valued. Showing employees that their voices matter "naturally boost their engagement".
5. RECOGNITION: A constant reminder of behaviors that are rewarded in an organization would get the employees to step up their game. Publicly recognizing employees "motivates the individual winners and serves as a 'booster shot' for engagement throughout the organization". Organizations could organize appreciation initiatives for their employees at random moments rather than "confining awards to annual performance reviews".
To wrap up, we have identified management and leadership, work engagement, relationship, rewards and recognition, and voice as five drivers of employee engagement. We also identified adequate training, right role and right tool, individual attention, employee feedback, and recognition. as five techniques to boost employee engagement and satisfaction.