Employee Engagement Does the HR infrastructure (compensation program, communication program etc) at your department support employee engagement? Does a committed employee necessarily engaged?

What is employee engagement? A psychological state in which employees feel a vested interest in the company’s success and are both willing and motivated to perform to levels that exceed the stated job requirements. Engagement fosters and drives discretionary behavior, eliciting employees’ highest productivity, their best ideas and their genuine commitment to the success of the organization.

Strategies for Employee Engagement Employee Engagement is achieved through relationships, business values and empowerment. Basic-level engagement is about developing authentic, meaningful, emotionally-healthy relationships between team-members and the business. When we are happily connected we can naturally deliver results -- and we have the potential to become interested in what our employer’s business is doing. To attain an authentic connection we need to be empowered with autonomy and voice. When we have these we can invest our character into what we do -- we can also attain relative personal-growth effectively.

With more freedom and the flexibility to express ourselves, we begin to develop interest with the potential for exponential growth. Essential for the most effective employee engagement: We develop a culture steeped in the business’ values and goals. It’s allows us to let go of the reigns a little. And creates the biggest potential for a mutually-rewarding result.

Engagement Defined Enjoys the job 1960 1980 2000 TIME Satisfaction Motivation Commitment Engagement Morale Enjoys the job Is not dissatisfied with terms and conditions Not necessarily a team player Strives to achieve personal goals Contributes energetically Values achieving personal goals more than team/ organizational goals Loyal to organization, optimistic for the future Collaborates to achieve team goals Has a sense of belonging to organization Proactively seeks opportunities to serve the mission of the organization Willing to go the “extra mile” Is willing to withhold criticism and/or be constructively critical for the good of the organization

Key Drivers of Employee Engagement Although there are some country-specific drivers, a consistent set of engagement drivers is emerging globally Employee Engagement 2007 The work itself, including opportunities to develop Confidence and trust in leadership Rewards & recognition Communication

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