Employee engagement is yet another buzz word to some degree. The good news is that scientific evidence supports the fact that working in an engaged environment where people relax and can reflect, fosters innovation.
Critically it is also a way of leading.
When approached well it can ensure that “employees are committed to the organizational goals and values, motivated to contribute to organizational success, and are able at the same time to enhance their own sense of well-being” (1)
Ref: 1 Engage for Success
3 dimensions of engagement
Let me talk to you about how you can create the conditions in which employees offer more of their capability and potential. Let’s take a look at how your leadership team and line managers connect with staff across the 3 dimensions of engagement.
It is NOT top down communication, surveys or social media and you don’t need an external consultancy to evaluate it. You can sense it. You can feel it. You can take the lead.
The extent to which employees understand their roles and responsibilities (thinking)
Employee willingness to invest discretionary effort to perform their roles well(acting)
The level of passion that employees bring to their work (feeling)