Drivers of Employee Engagement
Friends, I did my Academic Research in an Industry under the topic Employeee Engagament. One of my objective is to find out the most contributing factor for driving engagement. The result of study is Communication from the management and Relationship with the management are the main driving factors. What do you feel about my results.
I need your help that I want some literature regarding Disengagement. Please help me.
I need your help that I want some literature regarding Disengagement. Please help me.
Replies to This Discussion
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Permalink Reply by Zane Safrit on
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S. There are volumes of literature written and published, on the internet, no less and mostly free...all about disengagement. Employee disengagement. It's the daily news. You can see the impact of disengagement in the failed business models of Wall Street, the Big Three car makers, housing markets, Congress, etc. Drill into their stories and you'll see a disengaged management team with incentives detached, disconnected and dysfunctioning from the goals of the employees, the goals of the company, their customers.
One could almost complete a paper on the perfect employee engagement process by describing the exact opposite approach taken by these institutions.
It's probably not what you were looking for. I apologize. On the other hand...there's a lot of free literature being created daily regarding disengagement.
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Permalink Reply by Andrea Montuschi on -
Hello,
Please have a look here:
http://www.towersperrin.com/tp/showhtml.jsp?url=global/publications...
You'll be able to download our Global Workforce Study and find a lot of interesting information on engagement and its key drivers.
Regards,
Andrea
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Permalink Reply by Rich Baker on -
A brilliant Study - thank you.
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Permalink Reply by Rich Baker on
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Agreed there are many global drivers of engagement. However, I have found the best way to find out what engages or disengages our employees is by asking them. We have then developed joint action teams by department to work on the improvers.
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Permalink Reply by Susan Robinson on -
Hewitt Associates has an interesting page on Drivers of Engagement:
http://was7.hewitt.com/bestemployers/canada/pages/driving_engagemen...m
It's just a sketch, but it hints at their approach. They've also got a very nice definition of engagement:
Engagement is not about creating “happy” or “loyal” employees, but about measuring the state of emotional and intellectual involvement or commitment of the workforce. It goes beyond satisfaction (“how much I like things here”) and commitment (“how much I want to be here”) to engagement (“how much I want to, and actually do, improve our business results”).
Susan
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Permalink Reply by Terra A. Macdonald on -
I really appreciate all your good links Susan. Thanks for taking the time to share all you do. It's appreciated.
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Interesting question. I'm drawn to less is more, and even that may be too much :) My experience has shown me that the more fearful the organisation is, the more often it seeks to measure as a means to try and stave off the fear. It then often ends u…
I would contend never is too soon.
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Look beyond generic engagement tools: focus on personal drivers from employees, group them accordingly and align engagement tools.
The real challenge to engage employees is to gain trust by giving them autonomy to shape their own jobs to their own wishes, interests and strengths but always aligned with an open and transparant organisational vision and strategy.
Before you start engaging an employee, know him and respect him as an individual first and engagement will follow.
Listen! Zip your mouth. Don't interrupt them when they are opening up to you and expressing there feelings. Remember, its about them not you!
Engagement is to be seen not as an activity but that is the only way the society works.
The management equivalent of ‘Air’ is to practice transparency with team members by managers.
Dr. Jose M F, India, Bangalore
The most important priority for leaders is to cultivate, appreciate, and leverage the vast untapped potential of every employee in their organizations.
If you focus on engagement, productivity will follow. If you focus on productivity, you may not get it.
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