Engagement Gap

1) Engagement –
a. Employee’s willingness and ability to contribute to company’s success.
b. The extent to which employees go the extra mile and put efforts into their work.
2) Engagement Gap – Difference between the discretionary effort that employers need for
competitive advantage and employer’s ability to elicit this effort from a significant portion
of their workforce.
3) 4 types of workers –
a. Cubicle bound clock watchers – doing the minimum possible
b. Free Agents – Loyal to themselves, ambitious, and loyal to their careers, but not
their employers
c. Disenchanted/ Disengaged – not watching the clock nor performing.
d. Passive job seekers –not actively searching but open to considering jobs that come
their way.
4) Employees want
a. Learn and grow
b. Want stability and security
c. Need the right opportunities and resources, to commit to a career
d. Care deeply about work/life balance
5) Employees require some kind of measurable return for their efforts to give more to their
work
6) The more engaged the work force is – more financial performance of the firm
7) Organisational Attributes for shaping employee’s level of engagement and behavior,
a. Leadership
b. Career and professional development
c. Kind of work culture
d. Reputation of the company
8) Employee’ engagement levels – 3 dimensions
a. Rational – how well he understands the roles and responsibities – THINK
b. Emotional – How much passion and energy he shows – FEELING
c. Motivational – how well they perform – ACTING
9) Right things to focus on
a. Having effective leadership at the top
b. Customizing and shaping a work environment
c. Put workforce under the same microscope as customers
10)2 documented reasons
a. Global knowledge based economy – more dependent on people and their
knowledge.
b. Looming shortages of key skills across industries
11)Retention level – more engaged employees are more likely to stay in the organization.