Engagement concerns the whole organization

November 16, 2017 - 2 minute read

Employee engagement is essential for a company’s overall performance and organizational health. But the responsibility for enhancing and maintaining high engagement can not be assigned to just one department.

Many engagement programs are immediately assigned to the human resources department, but it really concerns the whole organization - one department alone is unable to motivate and inspire an entire workforce. Managers and frontline leaders need to be in charge of engagement in order to truly reach all employees.

Traditional ways of management only included supervision and leadership of the employees. The traditional ways of leadership need to be changed, especially when dealing with millennials, who want to believe in their organization’s goals and values and are motivated by learning and engagement, rather than traditional motivators. It is hard work to keep all employees engaged, but it is very rewarding.

Highly engaged workers are more likely to exceed expectations than disengaged employees - up to 50%! In "Creating the Best Workplace on Earth" in the Harvard Business Review, Rob Goffee and Gareth Jones state : “Companies with highly engaged people outperform firms with the most disengaged folks—by 54% in employee retention, by 89% in customer satisfaction, and by fourfold in revenue growth.”

The ideal company

In the previously mentioned article, Goffee and Jones perceived six elements that all companies with high engagement showed. They called a company that possesses all these traits the “organization of your dreams”.

So what makes a company succeed at high engagement?

1. Individual differences are nurtured;
2. Information is not suppressed nor spun;
3. The company adds value to employees, rather than merely extracting it from them;
4. The organization stands for something meaningful;
5. The work is intrinsically rewarding;
6. And there are no stupid rules.

Of course no company can fully encompass all these traits, but to really be successful they should have as many of these as possible. We established 10 Steps to increase employee engagement that managers can follow.

Employees need recognition and a higher purpose for their job. Organizations can provide this by valuing the employee’s input, acknowledging their goals, providing diversity and supporting their unique skills and competence. Researchers believe it is essential to build up trust, respect, cooperation and union.

Managers and Executives are responsible for engaging and challenging their employees. They should give them tasks that are apt to their individual skills, so the employee can feel content and fulfilled at the workplace. Engaged employees have a direct impact on the overall performance and strength of a company, so make sure you keep your frontline workers motivated and engaged.

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Written by Katy

Katy is shaping the new voice of Speakap. When she's not writing for work, she's writing for fun. When she's not writing, then she's probably out looking for the best taco in the city.