The key engagement drivers that really matter...
To be effective in improving employee engagement you need to know what the key drivers are! Employee opinion surveys sometimes make it difficult to see the wood for the trees - discerning what is really important to people. Are you asking the right questions? Are there too many? Are they properly weighted?
The key drivers are not as previously thought
Discoveries by neuroscientists and geneticists support recent research by occupational psychologists (eg the Gallup Organisation, Towers Perrin and others) and is revealing. The traditional perceptions of the drivers of employee engagement (eg charismatic leadership, job-for-life stability) have been shown to be less influential than our innate 'human givens'.
It is intrinsic, rather than extrinsic, stick-and-carrot motivation that is actually far more important and six key innate drivers have been clearly identified. Sustaining high engagement levels requires these drivers to be satisfied in the workplace. They are the basis of the Six Principles underpinning the Employers-of-CHOICE initiative.
The critical question facing all employers now is;
'does the workplace atmosphere we are providing our
employees satisfy their key engagement drivers?'
Useful links
The 2010 HR Directors
Key Challenges Survey
Engaging employers share two
common characteristics
Ron Mackrell, EOC Director presents the EOC Insignia to Fiona Deal, Moat Housing Association's Executive Director of Performance and Planning, and Rhona Mason, Director of HR
Fiona Deal commented;
"Our people are our organisation and therefore it is extremely important that we value and appreciate them as an 'Employer of Choice'.
CHOICE as a set of management principles is excellent: a really clear and straightforward framework."