“Employee engagement is the emotional commitment the employee has to the organization and its goals” – Kevin Kruze – Forbes
We are often asked why we focus on defining employee engagement early in the process with each client. The answer is simple. Over 15,000 people ask Google this complex question every year.
Employee engagement is often used to describe related concepts such as satisfaction, happiness or recognition which is confusing and industries have been built around them. While these concepts are important components of engagement, on their own they often do not create a sustainable or measurable strategy.
DRIVE Engagement Training and Coaching remains laser focused on the emotional commitment to the organization an its goals when defining employee engagement. This approach ensures engaged employees actually care about their work and their company and not a quick fix that is unsustainable.
When employees care—when they are engaged—they use discretionary effort. They don’t work just for a paycheck, or just for the next promotion, they work on behalf of the team’s and organization’s goals.
An engaged sales person, makes those three extra calls a day to make their target. A engaged programmer works on a Saturday to finish the code for the new app they are working on. The technician in the plant picks up the extra evening shift to ensure all the machines are running in the production plant.
Engaged employees lead to better business outcomes. According to
Towers Perrin – engaged workers have 6% higher net profit margins, and according to
Kenexa Research – engaged companies have five times higher shareholder returns over five years.
S = Specific
M = Measurable
A = Achievable
R = Relevant
T = Time-Bound
If you have looking at an employee engagement strategy for the first time or if you are looking to revamp your current approach, contact us for a free consultation.