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? (for a 12 question Survey that does provide critical insight, you might like to review MY CHOICE)
a significant shift in focus
Research (by the Gallup Organisation, Towers Perrin and others) is revealing. The traditional drivers of employe engagement (eg charismatic leadership, job-for-life stability) have been superceded for Gen X (born 1960-1980) by work-life balance and a feeling of being cared for by management. And for Gen Y (born after 1980) by authenticity, ethos and social responsibility.
These are generalisations but overall it seems that intrinsic, rather than extrinsic, motivation is now more important, and six key innate drivers have been identified. These drivers are the basis of the Six Core Values underpinning the Employers-of-CHOICE initiative. They affect everyone...
...we fully engage when BOTH
the organisational culture AND
the day-to-day work climate
satisfy our innate 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."