The US has a poor record of engaging employees at work. Numerous surveys from different organizations show that only around one third of US workers report being engaged or highly engaged.
There are numerous theories and models of employee engagement, many of which are overcomplicated, inaccessible and highly academic in nature.
Through our research and practical experience, we have identified 5 major factors contributing to high levels of engagement and positive workplace energy, which are outlined below. We have also identified steps employers can take to boost engagement in each of these areas.
1. Opportunity to Express Oneself: Employees whose values, personal strengths, opinions and ideas can be fully expressed while they are carrying out their job are more likely to give extra effort, achieve in the upper range of their potential and remain with the organization.
Actions employers can take:
· Increasing self-awareness and helping employees identify and optimize their natural strengths and talents
· Developing skills, experience and knowledge in areas of natural strength
· Providing people with challenging ‘stretch assignments’ to optimize their strengths and full potential
2. Appreciation: Employees who are known and appreciated by their manager, co-workers and key stakeholders are more likely to feel engaged in their jobs and positive about the organization. Research suggests that the ratio of positive to negative/critical statements over time is around 3-1 for any relationship to flourish and for people to be at their best.
Actions employers can take:
· Ensuring an appreciative, positive work environment where people feel their contribution is valued and contributes to the bigger picture
· Ensuring fair and transparent performance-related financial rewards
· Tolerating reasonable mistakes, ensuring they don’t get blown out of proportion and are used as valuable learning experiences
3. Meaningful Contribution: Employees who can see that their work is making a meaningful contribution to the vision and goals of the organization are more likely to be committed and engaged.
Actions employers can take:
· Ensuring a clear vision and goals to ensure clarity and understanding…communicate, communicate, communicate
· Aligning individual and team goals with broader organizational goals so employees have a clear line of sight between their contribution and the company’s goals
4. Performance Feedback: Employees who get constructive and regular feedback from valued co-workers and other managers are more likely to feel engaged and committed to the organization.
Actions employers can take:
· Providing regular, transparent and fair performance feedback through an engaging performance dialogue process
· Ensuring open and honest performance feedback in areas of shortfall to enable the person to improve or move on to a role more suited to their strengths and skills
5. Sense of Connection and Social Support: Having a strong social support system at work is of vital importance, even to those who have a high level of independence and are more introverted. By nature, people are social and rely on strong workplace social support systems for psychological and practical support, growth and friendship.
Actions employers can take:
· Ensuring dedicated spaces at work for informal meetups, gatherings, relaxation activities and other social activity
· Encouraging social networks and clubs to provide employees with opportunities to network and socialize outside working hours
· Building time for fun, relaxation and relationship-building into the normal working day; ensuring it’s not all about hard work with no fun and chill out time
Studies show that along with compensation, employee dissatisfaction is also only of the leading causes of job switches. Therefore, it is important for employers to focus on strategies that foster employee growth and retention. By retaining the maximum number of experienced and satisfied employees, you can easily build a strong workforce.
There are numerous theories and models of employee engagement, many of which are overcomplicated, inaccessible and highly academic in nature.
Through our research and practical experience, we have identified 5 major factors contributing to high levels of engagement and positive workplace energy, which are outlined below. We have also identified steps employers can take to boost engagement in each of these areas.
1. Opportunity to Express Oneself: Employees whose values, personal strengths, opinions and ideas can be fully expressed while they are carrying out their job are more likely to give extra effort, achieve in the upper range of their potential and remain with the organization.
Actions employers can take:
· Increasing self-awareness and helping employees identify and optimize their natural strengths and talents
· Developing skills, experience and knowledge in areas of natural strength
· Providing people with challenging ‘stretch assignments’ to optimize their strengths and full potential
2. Appreciation: Employees who are known and appreciated by their manager, co-workers and key stakeholders are more likely to feel engaged in their jobs and positive about the organization. Research suggests that the ratio of positive to negative/critical statements over time is around 3-1 for any relationship to flourish and for people to be at their best.
Actions employers can take:
· Ensuring an appreciative, positive work environment where people feel their contribution is valued and contributes to the bigger picture
· Ensuring fair and transparent performance-related financial rewards
· Tolerating reasonable mistakes, ensuring they don’t get blown out of proportion and are used as valuable learning experiences
3. Meaningful Contribution: Employees who can see that their work is making a meaningful contribution to the vision and goals of the organization are more likely to be committed and engaged.
Actions employers can take:
· Ensuring a clear vision and goals to ensure clarity and understanding…communicate, communicate, communicate
· Aligning individual and team goals with broader organizational goals so employees have a clear line of sight between their contribution and the company’s goals
4. Performance Feedback: Employees who get constructive and regular feedback from valued co-workers and other managers are more likely to feel engaged and committed to the organization.
Actions employers can take:
· Providing regular, transparent and fair performance feedback through an engaging performance dialogue process
· Ensuring open and honest performance feedback in areas of shortfall to enable the person to improve or move on to a role more suited to their strengths and skills
5. Sense of Connection and Social Support: Having a strong social support system at work is of vital importance, even to those who have a high level of independence and are more introverted. By nature, people are social and rely on strong workplace social support systems for psychological and practical support, growth and friendship.
Actions employers can take:
· Ensuring dedicated spaces at work for informal meetups, gatherings, relaxation activities and other social activity
· Encouraging social networks and clubs to provide employees with opportunities to network and socialize outside working hours
· Building time for fun, relaxation and relationship-building into the normal working day; ensuring it’s not all about hard work with no fun and chill out time
Studies show that along with compensation, employee dissatisfaction is also only of the leading causes of job switches. Therefore, it is important for employers to focus on strategies that foster employee growth and retention. By retaining the maximum number of experienced and satisfied employees, you can easily build a strong workforce.