Employee Engagement: In the “Driver’s” Seat!

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The conference board published a report on “Employee Engagement: A Review of Current Research and its Implications.” Patricia Soldati summarized some of the work in a recent post at management-issues.

Looking at 12 different studies the report outlined 26 key drivers of engagement.

At least 4 of the studies agreed on these 8 drivers:

  1. Trust and integrity
  2. Nature of the job
  3. Employee understands how their work contributes to the organization’s performance
  4. Career growth opportunities
  5. Pride about the organization
  6. Relationships with coworkers and team members
  7. Employee development
  8. Relationship with one’s manager

The number 1 driver regardless of age, location or study was the direct relationship with one’s manager.

Hertz had an old slogan about putting you in the driver’s seat but it appears it is the manager or leader who really drives engagement for the organization and the individuals who report to him or her!

The conference board defined employee engagement as

A heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work.

High levels of engagement influence organization performance and enhance retention, productivity, customer service and loyalty. Highly engaged employees outperform their disengaged counterparts by 20 to 28 per cent.

Get Engaged:

  1. If you are a leader, get behind the wheel and start driving engagement by connecting strongly with the people who report to you.
  2. Become a back seat driver – have a conversation with your leader to ensure she or he is steering you and the organization in the direction of higher employee engagement.
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2 responses to “Employee Engagement: In the “Driver’s” Seat!

  1. Anthony francis

    drivers of employment engagement.
    The main driver of engagement is a sense of feeling valued and involved

  2. Anthony,
    I appreciat your point. I think I would add a subtle but important distinction. We need more than just “feeling” valued and involved we need to be really valued and involved.
    Thanks,
    David

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