In a research done by BlessingWhite, in January 2013, two interesting facts were discovered
Clarity on the organization’s priorities, getting feedback, having opportunities to use skills, and career development remain at the top of the list as drivers for engagement for a majority of employees. What these factors mean in practice, however, can be deeply personal.
Globally, a greater percentage of the workforce trust senior leaders and managers. Trust in managers remains predictably higher than trust in executives.
What is employee engagement
I define employee engagement as a successful win-win relationship between the employee seen as a human and his job seen as a mission.
When the employee is seen as a human, a personal satisfaction gained from his relationship with his job increases and his contribution to the success of the organization his is working for rises, at the same time, when the employee sees his job as a mission, his personal interest in the success of the organization increases.
When such a formula is formulated in the organization, then engagement becomes a culture.
A shortcut for this would be to create an alignment between aligning employees’ values, goals, and aspirations with those of the organization.
A full engagement is when the employees moves from thinking with "should" and "have to"
I should do my job as expected
I have to do that
to "want" and "like"
I want to do this
I like my job and that is the reason
and moving from being reactive into proactive
while maintaining the alignment with the vision and mission of the organization.
Engaged employees are always
- Strong Work Ethic
- Dependable & Responsible
- Possess a Positive Attitude
- Self - Motivated
- Motivated to Grow & Learn
- Professional Behavior
I believe that engaged employees can be spotted and easily found by asking one question: Who is striving to make a positive impact in the organization with no personal interest.
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