Could you define employee engagement?
Can you measure it?
Do you have specific programs and initiatives in place to improve or build employee engagement?
If you answered NO to any of these questions, you’re in big trouble with your workforce.
I define employee engagement as employees who are excited to come to work, are learning new skills and capabilities, are intellectually stimulated through challenging work, expectations, and assignments. They get praised when they do an outstanding job, and they are recognized by their peers for going above and beyond the call of duty. They wouldn’t think of leaving your company for greener pastures, even if they got a 10-15% salary boost. They have a clear understanding of your well-articulated culture and vision, and buy into with all their heart. They are passionate about what your company does, and the role they play. Your employee surveys, 360 degree reviews, and monthly performance coaching confirms that you’ve got an engaging culture.
How do you define it?
If you have a large percentage of your workforce, especially your better performers, who are not engaged – then prepare yourself for the upcoming flood of talent leaving your organization.
Companies that recognize the importance of an engaged workforce have specific programs in place. They can talk about during an interview. They can reinforce to retain great talent. It allows them to “recruiter-proof” their company.
What employee engagement programs, initiatives, and tactics have you implemented to create an engaged workforce?
Barry Deutsch
