Engagement on the Increase?

[Derek Irvine]

Several studies are reporting increased levels of engagement.

The Sunday Times reported the employees at the companies that appear on the Best Companies to Work For list:

“Employee engagement remained steady at 71%. Workers are still as committed and motivated as they were and some even more so. Although people are worried about job security they are not blaming their company for it. There will be winners and losers and, five years from now, the top 100 lists will be dominated by companies that have not just maintained but improved their employee engagement in difficult times.”

This tells me either employees are putting on a happy face because they want to keep their jobs or these companies have mastered the art of communicating necessary messages to employees while also inspiring and motivating them. I prefer to believe the latter.

Modern Survey is reporting the same results – employee engagement remaining relatively high because employees now feel fortunate to have their jobs instead of feeling entitled to their jobs.

“At least for the time being, these results suggest that the majority of employees are motivated to do their part to help the organizations they work for survive the current economic crisis. Those organizations that neglect their employees by failing to provide recognition or developmental opportunities risk losing people as the economy improves and other opportunities present themselves.”

It's this final point that is most critical to understand. Even if you are showing increased or stable employee engagement levels during this recession, you must not become complacent in your employee appreciation tactics. Your people are your greatest competitive advantage. To position yourself strongly for success today and in the upturn, ensure your employees clearly understand how much you value their efforts and appreciate their contributions.

What’s the average engagement level in your organization?

[Craig Althof]

Good stuff, Derek. And Tom, your addition of "Best Places to Work" to the recipe (as a lag indicator for engagement?) is interesting too.
The attributes noted that indicate engagement highlight what I lean toward-the dual nature of engagement manifested in (1) being a top contributor to strategic results, and (2) being really doggone happy in the role. High performer and highly satisfied.
I can be a top performer and be quite dissatisfied = burnout in process, been there. I can be hugely satisfied in my job and be a low contributor...new to a dream position (been there too), or lucky enough to have buffaloed those who matter so I can stick around on the gravy train (don't think I've been there!)

Derek, you posed the question "what does an engaged person look and act like?" For me, I come to work with a bounce in my step and leave the same way. I love what I'm doing because it taps my strengths to the fullest, and I not only know I'm doing a great job but others let me know too. And they really mean it (specific and sincere feedback and a donut or two now and then does it for me).
I know where I fit in with my company's mission and vision, I can see the direct impact my daily actions and long-term projects have on the company's strategic goals and bottom line. And my company's values are aligned with my own. My core drivers / motivators are fueled by the work I do, and I can learn and grow as much as I can possibly take in.

Gads, I'm getting maximum pumped just typing the words. This is powerful medicine.

Craig
Roadmap to Engagement

[Tom Rausch]

There seems to be mixed results going on. Quantum Workplace recently found decreasing scores in 2 out of 3 companies their Best Places to Work survey year over year. The fascinating thing was that nearly a third did continue to rise and there are 5 things the gainers are doing differently than the losers. Read more here at our blog:
http://www.leadershipbeyondlimits.com/2009/01/how-to-gain-ground-in-economic-downturn.html

[Derek Irvine]

Ah, Craig. You hit on two very important questions.

To your first question (what are we talking about when we say "engagement), I just published an article in Businessweek (here for full context: http://www.businessweek.com/bwdaily/dnflash/content/may2009/db2009058_952910.htm). Pulling from the article, I defined engagement this way:

"The definitions of employee engagement seem endless and include increased line of sight, greater commitment, and willingness to give additional discretionary effort. Instead of trying to define employee engagement, I want to know what an engaged employee looks like, how they behave while at work, and how to replicate that in the organization. One definition of an engaged employee is one who gives additional discretionary effort. That doesn't go far enough. That additional effort, willingly and happily given, must be put toward something that matters to the company.

"The most worthwhile engagement is seen in employees who happily want to give additional effort and know where to apply it. This combination of action and line of sight results in an engaged employee who willingly works harder to deliver against your company's strategic objectives in their own daily tasks. "

As for how to measure and what barometers to use, you couldn't of asked at a better time. This week on my Globoblog, I'm focusing on this issue of measuring employee recognition, which is a significant contributor to engagement. My blog is available here: http://globoforce.blogspot.com. Today's post is on the difference between awareness and enforcement, tomorrow I plan to write specifically about what/how to measure (including an introduction to my latest white paper on the topic of measurement), and later in the week I'll tackle governance of recognition.

[Craig Althof]

Engagement by what definition and what measure is the #1 question, Derek. Or is that two questions?!

Not being snide, but that's the sticky wicket we're dealing with. First, what exactly are we talking about when we use the "E" word? Then, what are the reliable barometers we can use to measure?

And, of course, if we know those two things we can improve levels of EE, right?

Will be looking for insights on this one-good post, Derek!

Craig
In Pursuit of Excellence