{"id":709,"date":"2007-05-24T01:00:28","date_gmt":"2007-05-24T09:00:28","guid":{"rendered":"https:\/\/systematichr.com\/?p=709"},"modified":"2007-05-24T01:00:39","modified_gmt":"2007-05-24T09:00:39","slug":"defining-employee-engagement","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=709","title":{"rendered":"Defining Employee Engagement"},"content":{"rendered":"

In 2006, The Conference Board published “Employee Engagement, A Review of Current Research and Its Implications”. According to this report, twelve major studies on employee engagement had been published over the prior four years by top research firms such as Gallup, Towers Perrin, Blessing White, the Corporate Leadership Council and others.\u00a0 ((Patricia Soldati, March 8, 2007.\u00a0 \u201cEmployee engagement: What exactly is it?\u201d\u00a0 Retrieved from management-issues.com on March 18, 2007.))<\/p><\/blockquote>\n

The Conference Board defined employee engagement as “a heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work”.\u00a0\u00a0 Personally I\u2019ve seen this in many other places before 2006, with the gist always being that extra discretionary hour of work.\u00a0 I\u2019ve seen it attributed to Towers Perrin, David Ulrich and heard it from numerous others.\u00a0 Whether the Conference Board was the originator is not for me to decide.\u00a0 My point is that there seems to be widespread agreement that this definition is the accepted definition.<\/p>\n

At least four of the studies agreed on these eight key drivers.<\/p>\n

    \n
  1. Trust and integrity \u2013 how well managers communicate and ‘walk the talk’.<\/li>\n
  2. Nature of the job \u2013Is it mentally stimulating day-to-day?<\/li>\n
  3. Line of sight between employee performance and company performance \u2013 Does the employee understand how their work contributes to the company’s performance?<\/li>\n
  4. Career Growth opportunities \u2013Are there future opportunities for growth?<\/li>\n
  5. Pride about the company \u2013 How much self-esteem does the employee feel by being associated with their company?<\/li>\n
  6. Coworkers\/team members \u2013 significantly influence one’s level of engagement<\/li>\n
  7. Employee development \u2013 Is the company making an effort to develop the employee’s skills?<\/li>\n
  8. Relationship with one’s manager \u2013 Does the employee value his or her relationship with his or her manager?\u00a0\u00a0 ((Ibid))<\/li>\n<\/ol>\n

    So how do these eight key drivers relate to that \u2018discretionary hour of work?\u201d\u00a0 Basically, if all of these drivers exist, the employee will be more willing to spend that hour at work because they will reached that place in the employer branding universe called \u201cdream works.\u201d\u00a0 It\u2019s important that we understand that not all employees are engagable.\u00a0 Nor do we want to spend the time engaging everyone.\u00a0 Our senior talent, managers and executives are of critical importance as are the up and comers that represent our future.<\/p>\n","protected":false},"excerpt":{"rendered":"

    In 2006, The Conference Board published “Employee Engagement, A Review of Current Research and Its Implications”. According to this report, twelve major studies on employee engagement had been published over the prior four years by top research firms such as…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[10,8],"tags":[],"class_list":["post-709","post","type-post","status-publish","format-standard","hentry","category-engagement","category-strategies"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/709","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=709"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/709\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=709"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=709"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=709"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}