Employee engagement is one of the main keys to organization's success. Despite that, most leaders are not investing enough in it. They are usually too busy with other things or think that it has nothing to do with them. But if you want to optimize your growth, there is no way around employee engagement drivers.
When it comes to employee engagement drivers, managers continue to overlook the most obvious and the most important. So what are the drivers of employee engagement? Gaining a greater understanding of the five core drivers of employee engagement allows your organization to get more done, faster.
Here are five core drivers of employee engagement many organizations often ignore or underestimate!
1. Employees should be given opportunities to create an impact on the organization's future
Research from the Harvard Business Review shows that when employees are proud of the company they work for, it has a direct impact on their engagement. It also states that when employees feel pride in their employer, it “encourages positive behaviors that benefit customers, such as increased effort and creativity.”
But here’s the problem:
Many managers have trouble helping employees see how their contributions make a difference. In fact, according to Gallup research, only 33% of employees strongly agree that they know what their company stands for or where it is going. Add in the fact that only 32% of employees strongly agree that their opinions count at work, and it becomes evident why so many employees lack motivation in today’s workplace.
Employees need to know how their work helps customers and contributes to the organization’s goals and vision.
2. Organizations should focus on employee's desire to be a part of something larger than themselves
One of the most important yet overlooked aspects of employee engagement is people's desire to make a difference. People want to feel they can make a contribution, and we've seen this in the way people give their time and money to charities.
We're also seeing it in the business world as employees are more concerned than ever about corporate social responsibility and having an employer that does good for society.
So what does this mean for companies? It means that you need to be able to articulate where your organization is going, why this matters, and how every single person in your organization can contribute toward making it happen.
The best examples of this come from organizations such as Google, with their 'Don't Be Evil' mantra, or TOMS Shoes, which donates one pair of shoes for each pair purchased. These are clear examples of purpose-driven organizations and when you get it right, your people will become your biggest brand advocates.
3. Organization should address the employees' need to have a greater sense of purpose
Employees' need to have a greater sense of purpose is the most significant driver of employee engagement. Organizations tend to think of employees as resources and focus on their monetary value. This approach fails to tap into their human potential.
Employees can make a far greater contribution if they feel that what they do matters and that they are making an impact. They want to know that while they are doing their routine work, they are also making a difference in the lives of others.
Contrary to popular belief, you do not need to be working for a non-profit organization or helping people directly in order to achieve this sense of purpose. In fact, you can find this sense of purpose in any type of organization or job role if you look for it!
Make sure that employees understand how the things they do contribute to the larger mission and vision of the organization. How does your company make a difference in people's lives? Or how does your product/service improve your customers' lives? Communicate this message clearly and often with your employees!
Ask employees what drives them and what motivates them each day at work. Provide opportunities for them to expand in these areas so that they can see first-hand how their jobs help them achieve these goals.
4. Organizations should foster a culture that is supportive, trusting and fun.
Everyone wants to love our jobs and feel like we belong. In order for this to happen, employees need to enjoy the people we work with and feel like we're working towards a common goal. Employees also need to feel like we're contributing to something bigger than ourselves and not just punching a time clock.
Employees want a balance between their personal life and their professional life and they want to choose where they work, how they work and when they work. They want to be able to integrate their lives so that they can be present at all times. They want to be able to change the way they work so it aligns with changes in their lives. And they want to be able to work on what drives them at any given point in time rather than being saddled with the same task over and over again.
5. Leaders and managers must communicate, coach and offer developmental opportunities.
The most meaningful actions a leader can take to increase engagement are to communicate, coach and offer developmental opportunities. Yet, in many organizations these elements are missing.
Only the most effective leaders know how to do this correctly.
Leaders must focus on the basics of employee engagement: communication, coaching and offering developmental opportunities. By focusing on these five core drivers, leaders can motivate employees and increase their commitment to the organization.
A trusted leader earns the confidence of his or her team by building strong relationships that allow for open communication between all levels of the organization. Employees aren't afraid to share ideas when they know they will be listened to and respected by their supervisors and peers. As a result, they feel valued and remain engaged in their work.
To sum up
Engaging employees by focusing on the core employee engagement drivers is NOT rocket science. In fact, it is more about art than science. The best organizations in the world are actively engaged in this process on a daily basis, managing their people effectively by understanding the drivers and building an environment that nurtures each of them as one system. They know that to foster and maintain employee engagement is about keeping their people in a place where they can be more productive.
If you are looking to build a more engaged company, you should consider your employees' needs. Happy staff members are productive, motivated and have a higher rate of employee retention.
Bonus: Team building activities are the one of the best ways to increase your employee engagement and foster a sense of belonging among your employees. Our team Trebound has 96753+ engaged employees across the world. Talk to our experts and unlock the fullest potential of your team with high levels of employee engagement and productivity.