Management-Issues has an interesting post on Employee engagement. The Conference Board published “Employee Engagement, A Review of Current Research and Its Implications” in 2006 which review research conducted by 12 major research companies on employee engagement. Looking across these studies resulted in employee engagement being defined as:
“a heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work”
At least four of the studies that they reviewed agreed on the following eight key drivers:
- Trust and integrity – how well managers communicate and ‘walk the talk’.
- Nature of the job –Is it mentally stimulating day-to-day?
- Line of sight between employee performance and company performance – Does the employee understand how their work contributes to the company’s performance?
- Career Growth opportunities –Are there future opportunities for growth?
- Pride about the company – How much self-esteem does the employee feel by being associated with their company?
- Coworkers/team members – significantly influence one’s level of engagement
- Employee development – Is the company making an effort to develop the employee’s skills?
- Relationship with one’s manager – Does the employee value his or her relationship with his or her manager?
The interesting finding is that all studies reviewed across all location and all ages…
agreed that the direct relationship with one’s manager is the strongest of all drivers.
The research on employee engagement confirms that leadership makes a huge difference!
Technorati Tags: Engagement, Management, Leadership, Winning, Business, HR, Research
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