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Exploring Employee Engagement

There are many drivers for employee engagement; from the opportunity for career development and how well managers communicate with employees, to whether employees understand how their work contributes to the company’s performance.

Employee engagement is not about driving employees to work harder, it’s about providing the conditions in which they will work most effectively.

Turbulent times will always bring with them uncertainty and confusion which can lead to a drop in employees confidence, focus and performance.

So how do you get your employees to be engaged?

The Ten C’s of employee engagement as per the Ivey Business Journal (with a CragRats’ Twist)

1. Connect – Leaders need to show that they value employees. Creating an emotional connection with colleagues and team members is crucial.

2. Career – Leaders should provide challenging and meaningful work with opportunities for career advancement. This should be appropriate to the individual as not everyone want to be CEO!

3. Clarity – Leaders should communicate a clear vision. Employees need to understand what the organisations goals are, why they are important and how they can help to achieve them. 

4. Convey – Leaders should make clear what they expect from each employee, without guidance, employees can lose focus.

5. Congratulate – It is easy to focus on the negatives, but everyday the majority of your workforce come to work and achieve what they are asked. As leaders we need to recognise contributions made and not be quick to critise.

6. Contribute – Employees want to know that their input matters and that they are contributing to the organisations success in a meaningful way.

7. Control – Employees value control over the flow and pace of their work and leaders should create opportunities for employees to exercise this control.

8. Collaborate – Great leaders are team builders, they create an environment that fosters trust and collaboration.

9. Credibility – Leaders should strive to maintain a company’s reputation. Employees want to be proud of their jobs, their performance and their organisation.

10. Confidence – Good leaders help to create confidence in a company by being exemplars of high ethical and performance standards.

Towers Perrin has found that companies with highly engaged employees boosted operating income by 19%. Additionally they found that these employees are twice as likely to be top performers and take 20% fewer days off work, they were also found to be more supportive of organisational change initiatives.

Employee engagement can not only make a real difference to individuals, it sets organisations apart from the competition.

So how engaged are the employees in your organisation? We will help you find out. Call our team today on 08444 180 400.

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