Engaged employees are more likely to help each other, or stay voluntarily longer at work to finish an important project. Nevertheless, only 13% of employees are actively engaged, while the rest are actively disengaged, as a study of the Gallup Group shows.
In emphasizing the advantages of employee engagement, it becomes important to understand when employees are engaged and motivated to do their work. Current results show that employees want to feel appreciated, have transparency about on-going developments within the organisation, and have flexibility in managing their professional and private life. Moreover, they want to contribute to their work, understand what they do and how they lead to the organisation’s success.
One model that tries to specify the drivers of engagement is from the Deloitte University Press and it points out the following:
1. Meaningful work: people experience work as meaningful when they feel competent, autonomous and believe in the purpose of their work. In this regard, it is always important for employers to focus on recruiting the right person that fits into the position.
2. Hands-on management: the management team plays an important role as they support employees in their contribution – they coach them regarding their capabilities, set clear goals (which are ideally reviewed 4 times a year), and foster the team and/or overall development.
3. Positive work environment: for a positive work environment, appreciation and a flexible work scheme are necessary, then employees can be themselves and collaborate or work on their own as is needed.
4. Growth opportunity: in order to develop as individuals and also as an organisation, a learning culture is important where everyone has opportunities to develop and to learn.
5. Trust in leadership: to facilitate great leadership, a clear and meaningful vision is of utmost relevance. A great vision is far more effective in creating commitment than money can be. Besides this, transparency also plays an important role in order to keep employees honestly up to date about the latest on goings.
Hence, the high relevance of interpersonal contact is based on trust and clarity within an organisation. The leading employers in employee engagement foster these desires mainly in the following areas: (i) Strategy and leadership, (ii) Accountability and performance, (iii) Communication and knowledge, and (iv) Development and on-going learning. They do so in order to involve the employees and give them opportunities to develop further.
One of the leading companies in employee engagement is Mars, where a special focus on leadership is set. The leadership of Mars engage employees with consensual decision-making, so that it is approachable at all levels. Also, this shows the involvement and importance of taking ownership from all employees. In this way, not only the official leaders and managers can be called responsible, but all of the employees as well.
That employees are responsible for being engaged makes a Gallup Group survey obvious, as the needs of employees are personal. When talking about personal needs it is also up to the individual to show how far he or she becomes involved, and is actually accepting and approaching the challenges. Research shows that engaged employees in general have a higher well being, healthier lifestyles and better outcomes. Therefore, both employer and employee are responsible in becoming more engaged in their work (and life).
Summarizing, engaged employees could make an organisation more lively and profitable. While some of the employees’ needs reflect a higher involvement from the managing employees and employer, organisations have a lot of potential in creating a work place that supports employees in becoming more engaged. However, the power of the individual’s will and choice on how to approach things should not be underestimated. And remember that individuals can be held responsible.
Hannah Brack
Sources:
https://hbr.org/2015/06/managers-in-the-digital-age-need-to-stay-human
http://www.gallup.com/opinion/gallup/182432/organizations-lead-world-employee-engagement.aspx
https://dupress.deloitte.com/dup-us-en/deloitte-review/issue-16/employee-engagement-strategies.html
http://www.michaelpage.co.in/advice/management-advice/engagement-and-retention/5-ways-boost-employee-engagement
http://www.mars.com/global/careers/work-at-mars/learn-grow/programs
http://www.gallup.com/poll/165269/worldwide-employees-engaged-work.aspx#
http://smallbusiness.chron.com/facetoface-communication-technology-29705.html
http://www.gallup.com/businessjournal/183614/employees-responsible-engagement.aspx