Key Drivers of Employee Engagement

by Jenna Reed on March 13, 2013

in Employee Engagement,Performance Management,Recognition

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According to a recent report from Aon Hewitt, the current top three drivers of employee engagement in the United States are:

  1.  Career Opportunities.  A key to keeping employees engaged is making sure the work employees are doing is more than just a job.  It’s their career.  This starts with having a clear mission that drives why each employee does what they do.    Successful employers also focus on clearly defined career paths, investing in developing new skills for their employees and providing internal growth opportunities, even if it doesn’t involve a promotion.
  2. Performance Management.  Performance management doesn’t happen  just once a year during an appraisal.  Successful performance management is a daily occurrence to make sure employees are engaged in the right behaviors.  It involves both formal and informal feedback and coaching.  It means recognizing and rewarding outstanding performance and holding people accountable for poor performance.  It means setting specific, measureable, ambitious, reasonable and timely goals both on an individual and team basis.  In fact one of the top three job misery factors is lack of accountability for  poor performance and failure to recognize outstanding performance.
  3. Organization Reputation.  Employees want to be a part of an organization they are proud of; proud of the mission, the vision, the values, the products or services and the people.  Highly engaged employees routinely and enthusiastically recommend their organization’s products and services and without hesitation describe it to others as a great place to work where it would take a lot to get them to leave for another opportunity (even for better pay).

How would your employees rate your organization in these areas?  The only way to know for sure is to ask.  But WAIT!  Don’t just casually ask your employees out of curiosity otherwise you may be setting yourself up for disaster.  Let us help you set it up the right way so you get the answers you want in a meaningful way.  If you’re interested in learning more about Employee Engagement Surveys, please contact us.  We’d love to talk with you!

Jenna

*Sources:  2012 Global Trends in Employee Engagement by Aon Hewitt

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