Transcript: Employee engagement
Welcome! We all want to increase employee engagement. It’s vital to understand what’s going on in your organization and how invested your employees feel.
Employee engagement refers to an individual’s emotional commitment to their organization and its goals and it deeply impacts the business. Engaged employees feel a sense of loyalty or motivation, which can increase productivity because they are putting in extra effort at work. It can be challenging to align teams and take action to drive positive change. It’s helpful to understand what drives engagement. Research puts the amount of disengaged employees anywhere from 30-70%.
There are four key pillars of employee engagement — job fit, managers, people, and the culture of the organization.
An employee can become disengaged if they don’t feel like they match their job, their job isn’t clearly defined, they don’t feel valued for the job they do, or if there isn’t a defined career path.
The employee/manager relationship is critical. Managers and leaders contribute up to 70% of employee engagement. There will be misalignment if the manager isn’t managing employees in a way that motivates, if there isn’t clear communication, or if the employees don’t trust their manager to be available or supportive when needed.
Another pillar of engagement is alignment with the people you work with regularly… your team. If there is a lack of accountability, collaboration or open communication, employees can become disengaged. It’s difficult to feel like part of an effective team if there is no alignment between the people you work with every day. And engagement can be negatively impacted if the employee feels like they don’t belong in the organization or if they don’t believe in the organization’s executive team, vision or future.
Engagement isn’t a one and done thing. Employees will feel various levels of engagement and disengagement over time. It’s important to regularly use people data and feedback to build a purposeful plan to strengthen the activities of engagement. Addressing employees’ needs as individuals and opening productive lines of communication among managers, employees, and peers are all possible with the tools and guides available to you.
Putting people in roles that align with their identity and managing them to greatness gives them a stronger sense of purpose and connection to their work.
Knowing each other’s behavioral patterns and reference profiles unlocks the tools needed for managers to manage effectively and for the employee/manager relationship to grow.
How an organization embeds PI into its everyday language and processes can help with transparency and foster an environment where employees are encouraged to understand each other and move forward in the same direction to accomplish goals and objectives together.
It pays to have the most engagement possible for employees. When a company works to have engaged employees, they reap the benefits of employees putting in the extra effort to help the company’s success, which may result in reduced turnover and absenteeism and increased retention, productivity and performance.
People plus insight plus action equals Engagement. Let’s get started!