While the term “Employee Engagement” has a formal definition, it can be broken down into 3 fundamental areas.

#1 – Engaged with Work
Engagement is defined as an employee who is fully involved in, and enthusiastic about their work, and will act in a way that furthers their organization’s interests relative to their own productivity. 

Employees who are happy with the work they’re doing and understand how their work ties in with the organization will usually give it their all and stick around.  Happy employees + retention =  .

#2 – Engaged with Each Other
The workday is always more fulfilling when we like our coworkers and appreciate working alongside of them.  Folks who take pleasure in their work and are treated as valued contributors will make teamwork and collaboration effortless for one another.

One relationship that trumps the above is when employees and their managers complement each other by sharing mutual respect and open and honest communication.  I’d go so far to say that the employee-manager relationship is the most critical area of engagement.  Because we all know that employees don’t leave bad companies, they leave bad managers.  #Fact.

#3 – Engaged with Customers
What about employees being engaged with customers?  After all, the customers are paying the bills and all organizations want their customers to be happy.

I was thinking back to one of the umpteen exit interviews I had with a gal who was resigning due to her manager’s controlling style (story for another day).  She spoke about how she would miss the interaction she had with her customers as well as the connection they developed over the years.  I remember thinking to myself, “Well that’s a bummer.  Here’s someone who loves her work and takes pride in her accomplishments yet feels she has no choice but to leave because of her manager’s leadership style.” 

What if someone loves the work they do but isn’t crazy about their co-workers?  What if an employee and manager have a great relationship but the work isn’t challenging?

There are no flawless work environments.  There is no nirvana — that’s why it’s called work.  So I’d like to ask:

Is it a realistic possibility for employees to be satisfied and content in all 3 areas of engagement?  Or am I just living in the clouds?

I’d love your thoughts.

-----------------------

BIOGRAPHY

Kimberly Roden is the founder of Unconventional HR.  An HR pro turned consultant, she has 25 years of progressive experience as a strategic HR and business leader in a variety of industries.  Her hands-on and innovative approach allows her to create and deliver HR solutions to meet business challenges and needs by managing human capital, talent acquisition and technology.  Kimberly invites you to connect with her on Twitter or email: kim@unconventionalhr.com">kim@unconventionalhr.com.

 ##

Other Great Articles:

Measuring your rolling talent deficit (part 2)

Employee Involvement: An Antidote to Turnover

Herzberg's theory of motivation and Maslow's hierarchy of ne

Disengaged Workers Aren’t Born That Way

The True Start of the Employee Experience

Building Teams from Disparate Corporate Cultures

Don’t Assume Employees are Happy Just Because They Have Jo

CedThumbnails

• < Prev
• Next >