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Engagement and Involvement

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The leaders of the 21st century find a blatant increase in disengagement (motivation -) on the part of employees. The bonuses, "carrots" (in the form of bonuses, benefits and various competitions), punishments and other traditional levers that provided until recently, a good level of performance of the "workforce" have to less and less sense and efficiency. In a world where the value of companies is above all the result of the responsiveness, adaptability and creativity of its HR. where is the commitment of employees? Improving employee engagement is a major challenge because it is the source of many virtuous and effective solutions for the organization that sets them up. Businesses implementing these HR policies over the long term are seeing double-digit improvements (see Gallup meta-study) in their performance. Not to mention the peripheral gains to the profitability of the structures that use these methods (stress reduction and burnout, liberated creativity, regenerated employer brand, etc.).

Managers are therefore aware that it is essential to improve the commitment of employees ... But how? The solutions that come naturally naturally come from the old business model (sticks and rewards).

What are the benefits of improving employee engagement?

Several serious studies highlight many points that should motivate managers to implement without further delay a policy to improve employee engagement. Here are some details:

The confidence and development of the employee in the company are elements that stand out very often when we talk about motivation and commitment to work.

Google has conducted an internal study that shows that managers who express real interest in their teammates and care about their well-being have teams that are far more efficient and effective than others.

Another study conducted by Citigroup and Linkedin showed that almost half of employees would waive a 20% increase !! To get more freedom on their way of working, getting organized ...

Now we will summerize here the top benefits of employee engagement:

1) Encouraging relationships

Man is a social and sociable animal! Yet at work we are only rarely encouraged to develop close relationships in a team. We are most often encouraged to do our job and focus on the tasks we have directly. The first action to take is therefore to encourage and even encourage your teams, but also the employees of the company who don't necessarily have direct links to get to know each other and to develop informal support links.

2- Promote recognition

This should become automatic at home: think how and as quickly as possible after a success, reward, recognize the merit of your employees (individually or in groups). Public recognition with a dual interest: it fills the feeling of recognition of the person and "makes you want" others to strive for excellence to obtain this recognition (attention to the particular case of people rather introverted with whom a public recognition will be unproductive !).

3- Give your employees real organizational autonomy

If your employees are no longer beginners in their functions, it is very interesting to offer them real autonomy in the execution of their tasks. Your management can thus focus on supporting their teams and controlling objectives rather than their supposed daily productivity.

4- Give difficult but achievable goals

A leader or manager has an interest in giving their teams ambitious and difficult objectives, but achievable . This causes moderate positive stress that will stimulate commitment, cooperation and concentration towards

Employee involvement

Involvement plays a major role in work experience. An involved employee has a heart for the organization. He is proud to work for the organization and willing to take extra steps to help the organization. This is largely due to an agreement between the personal values ​​of the employee and the core values ​​of the organization. This allows an involved employee to identify with the organization.

Involvement goes one step further than satisfaction. Imagine an organization in which you hold exactly the same position as now, and where exactly the same satisfaction factors are present. A high level of involvement ensures that you would not consider switching to the other organization. A committed employee considers the connection with the organization of paramount importance.

Measure employee engagement

Because the degree of involvement depends to a large extent on personal values, it can seem difficult for the employer to increase involvement. Yet it is certainly possible to achieve improvement. An engagement survey can be used to identify areas for improvement. For example, suppose the results show that employees don't feel involved in decisions made within the organization. The employer can then choose to facilitate more employee participation or to communicate and manage changes more clearly.

Just as with employee satisfaction, employee involvement also has a positive effect on issues such as customer satisfaction, performance and staff retention 4 . In addition, research shows that involvement goes together with innovation. And not only that; non-involved employees even act as a hand brake on both innovation and productivity. By doing engagement research it becomes clear what the engagement level of the organization, department or team is. And how this can be increased. In this way, efforts to innovate can be prevented by a lack of involvement in the workplace.

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