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The Top 3 Employee Engagement Drivers

The Top 3 Employee


Engagement Drivers

[Photo: Flickr-Bill Abbott]

Employee engagement drivers differ


from one company to another, from
industry to industry or from country
to

country.

However,

they

are

fuelled by similar subjective triggers


that make an employee want to stay
with his company, advocate it or
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give it his/her discretionary effort.


As defined in the 2013 Employee
Engagement

Trends

Report

by

Quantum Workplace, these three


behaviors are known as engagement
anchors.

The

triggers

to

these

behaviors are engagement drivers.


Unlike anchors, engagement drivers
are actionable and can be used to
improve workplace happiness. There
are many engagement drivers and
some might weigh more than other,
but lets talk about the main three.

1.
Management/Leadership
Companies with a highly involved
leadership body have the most
engaged workforce. To back that up,
Deloittes research shows that more
than six in 10 employees (62%) who
plan to stay with their current
employees reported high levels of
trust in their corporate leadership,
while only 27% of employees who
plan to leave express that same
trust. Moreover, 26% of those who
plan to leave their jobs in the next
year cited lack of trust in leadership
as key factor.

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Source
The most engaged organizations
ranked feeling valued, trust in senior
leaders and retention the most
favorably Quantum Workplace.
Because management has such an
essential role in employee retention,
it should be leveraged in HR
strategies to attract and retain
talent.
If a company publicly states that its
no. 1 priority is talent or people, it
should own up to it. Employees are
engaged when they feel valued.
When their efforts are recognized
and when they are encouraged to
thrive.
Transparency and communication
are the basis of building their trust
in leadership and gaining their
engagement.
An analysis performed by Dale
Carnegie to determine the link
between supervisor and organization
evoked feelings revealed that its the
immediate supervisor who is the
chief

emotional

driver

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in

the




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workplace; reactions to him or her


explain 84% of how employees feel
about their organization.

Tips to increase employee


engagement
Have a clear internal
communication strategy
Execute that strategy, dont
just leave it at a planning stage
Promote transparency
Communicate future plans and
strategy
Encourage employees to talk
openly and engage in giving
and receiving feedback
Listen to them
Recognize their efforts

2. Meaningful work

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The forth report in Deloittes Talent


2020series, surveyed 560 employees
across virtually every major industry
and global region. One of the three
main emerging challenges that they
identified: meaningful work.
Engage employees with meaningful
workor watch them walk out the
door. Source
According to this report, 42% of
respondents who have been seeking
new employment believe their job
does not make good use of their
skills and abilities. Furthermore,
surveyed

employees

who

are

planning to switch companies cited


the lack of career progress (37
percent) and challenge in their jobs
(27 percent) as the two top factors
influencing their career decisions.
Its impossible to be engaged at
work if you feel like the work youre
doing is not engaging. Situations
like these create strong feelings of
unhappiness,

inadequacy

and

frustration.
Take a look at this infographic.

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Tips to increase
engagement

employee

Find out what kind of projects


keep your employees engaged
Align your projects with your
employees visions and values
Encourage

constant

communication
Be there for them
Celebrate achievements
Encourage them to bring new
projects to the table

3. Professional growth


Development

opportunities

are

crucial to employee engagement.


Theyre even more important than
financial compensations.
Engaged employees would rather
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receive training opportunities than a


spontaneous cash bonus Quantum
Workplace.
In a recent survey, Deloitte asked
employees to choose the three most
significant factors that would cause
them to seek new employment.
Responses gathered around five
issuesonly one of which is related
to money. Lack of career progress
was the most important factor, at
27%, followed by new opportunities
in the market and dissatisfaction
with the manager or supervisor,
each at 22%, as pointed out in the
figure bellow.

Source
When employees feel like theyre
stagnating they start looking for
another job. Thats the reality. Their
engagement and their loyalty is
dependent

on

the

advancement

opportunities in your company. If


you want to retain them, you need
to

provide

them

with

growth

prospects.
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Tips to increase
engagement
Create

employee

and

promote

development opportunities
Challenge your employees to
challenge themselves
Encourage innovation
Have your employees set their
own development goals and
help them to achieve those
goals
Work in dynamic teams
Put in place learning processes
for knowledge management
and career development

Conclusion
There are more engagement drivers
that you can build on to ensure
workplace

happiness

and

productivity, but these three are


essential.
Find out what drives employee
happiness

and

employee

engagement in your company and


come up with a sustainable strategy
to attract and retain your talent.

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By Paula Clapon | April 21st, 2014 | Employee engagement, HR Trends, Workplace


happiness | 1 Comment

Share This Story, Choose


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About the Author: Paula Clapon


Paula is a content strategist with a big
passion for life and the pursuit of happiness.
When she's not creating an eBook or tweeting
the latest trends, she's probably petting a cat or watching
a movie.

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One Comment
Turning individual performance into team performance July 31, 2014 at 10:01 am
- Reply

[] are the top 3 engagement drivers that weve


identified within the companies we work with
and a few tips to capitalize on each one []

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