Essential Elements of Employee Engagement

By Dennis McCafferty  |  Posted 2014-02-16 Email Print this article Print

Many organizations have an employee engagement problem, but addressing the issue successfully isn't as simple as giving raises or promotions. Instead, boosting engagement requires employers to drive toward more intrinsic values that inspire workers to maximize their performance. To illustrate how organizations are falling short, author Julie Winkle Giulioni recently compiled the following survey findings from organizations such as Linkage, the Society for Human Resource Management (SHRM) and TINYpulse. We've also included suggested best practices from Giulioni, as she cautions companies to resist attempts to prescribe a one-size-fits-all remedy. "Motivation is as unique as each individual," she writes. "Just as there are countless combinations of physical traits that make us all appear differently, there are countless combinations of psychological, emotional and spiritual traits that shape our motivation and engagement. Understanding the vast diversity of engagement triggers and motivators is the first step." Giulioni is co-author of Help Them Grow or Watch Them Go: Career Conversations Employees Want (Berrett-Koehler/available now).

  • Checked Out, Part I

    Only 34% of workers are fully engaged with their jobs and organizations.
    Checked Out, Part I
  • Checked Out, Part II

    Just 42% know their organization's vision, mission and cultural values.
    Checked Out, Part II
  • No Discussions

    37% of employees never have career discussions with their managers.
    No Discussions
  • People Plan

    Organizations that provide career development opportunities are six times more likely to engage their employees than those that don't, and are 2.5 times more likely to be productive.
    People Plan
  • Inspiring Words

    Management recognition boosts employee engagement by as much as 60%.
    Inspiring Words
  • Driven to Succeed

    83% of employees are determined to accomplish their work goals, a key driver of engagement.
    Driven to Succeed
  • Peer Relations

    79% of workers are satisfied with their relationships with their co-workers, which indicates positive engagement.
    Peer Relations
  • What Staff Value Most in Co-Workers

    Good teamwork/communications: 44%, Knowledge/skills: 26%, Positive attitude/friendly disposition: 25%
    What Staff Value Most in Co-Workers
  • Best Practices: Convey What's Needed

    Clearly convey what's required to grow professionally. Don't equate career development with promotions: Employees can increase visibility and responsibilities while keeping the same job.
    Best Practices: Convey What's Needed
  • Best Practices: Collaborate on Goals

    Set goals that are valuable, exciting and reachable. Collaborate on the steps needed to reach those goals in order to build commitment and confidence.
    Best Practices: Collaborate on Goals
  • Best Practices: Offer Instant Recognition

    Recognize good to great contributions when they happen, rather than waiting for that clich├ęd "Employee of the Month" award.
    Best Practices: Offer Instant Recognition
Dennis McCafferty is a freelance writer for Baseline Magazine.

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