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Understanding Employee Engagement And the relationship to Employee Satisfaction
Understanding Employee
EngagementAnd the relationship to Employee Satisfaction
What is the Difference?Employee Satisfaction:
A self-focused measure of the fulfillment of one's wishes, expectations, or needs, or the pleasure derived from this.
Employee EngagementA property of the relationship between an
organization and its employees. An "engaged employee" is one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests
Properties of EngagementOrganizational Vision
Visible Leadership
Managers Who Care
Empowered Employees
Participatory Voices
Organizational Integrity
PPP – Personal and Professional Pride
Organizational Vision The company’s vision is clearly defined and written out and is organic to organizational goals
Each business unit has it’s own written vision that is connected to the company’s overall vision and goals
Each vision has a defined and mapped Strategy detailing the path to accomplish the goals
Visible LeadershipCompany Values are lived in its Leaders
Behaviors are clearly connected to cultural morality
Measurement Criteria in all areas is detailed
Communicate Constantly and ConsistentlyPerformance resultsCompany information key to employeesRewards and Recognition
Make everyone accountable
Be Positive, even when challenges arise hope and future accomplishment must be omnipresent
Caring ManagersHave a strong Performance Management system
that is clear, known and productive
Foster positive supportive relationships in peer to peer, manager-manager and manager-employee
Provide career advancement
Have one-on-one meetings that do not exclude
Demonstrate how passion for performance can co-exist with concern for staff humanity
Teamwork is led, delegation is purposeful
EmpowermentCreating a training culture that cultivates employee
strengths as vigorously as skill/performance gaps
Share responsibility for outcomes (whomever trains an employee shares responsibility for the new task performance)
Put people in positions to succeed
Be comfortable with risk of failure
Empowered does not mean isolated, have a peer as well as management support structure
Employee VoiceHave feedback forums for both formal and
informal communicationSolicit feedback if a group is not publicly
forthcomingBe thankful for all feedback without worrying
about right or wrong or agreement
Act on good the suggestions then publicize the source and results
If staff having anything to say, good or bad, suggestive or observational, is minimal, there is a management problem
Organizational IntegrityWords and deeds need to be 100% consistent
From top to bottom the sum total of personal integrity yields the organizational measure
There is a common understanding of the Company Culture
Compensations rewards are connected to the results of Performance Management
A sense of fairness is pervasive and default
PrideDefined: a feeling or deep pleasure or satisfaction derived from one's own achievements, the achievements of those with whom one is closely associated, or from qualities or possessions that are widely admired.
Do, measure and support Engagement Behaviors
Share the accomplishments
Measure satisfaction
Test it (would you buy from/use us?) across the organization
ConclusionsSatisfied employees may or may not be engaged
but Engaged employees are usually highly satisfied
Engagement needs as specific a plan for an organization as a division’s vision or a person’s performance or career planning to take root
Once engagement is rooted results will begin to flower in ways that could not be predicted at the outset
Don’t be afraid to talk about Engagement openly and honestly as part of Communication
Contacts
www.myeurekasolutions.com
Tom Fox, President
