2. Employee engagement is the extent to which
employees feel passionate about their jobs,
are committed to the organization,
and put discretionary effort into their work.
What is Employee Engagement?
Employee Engagement Definition
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3. Employee Satisfaction vs. Employee Engagement
Employee engagement is not the same as employee satisfaction.
• Satisfied employees are merely happy or content with their jobs and the
status quo. For some, this might involve doing as little work as possible.
• Engaged employees are motivated to do more than the bare minimum
needed in order to keep their jobs.
Employee satisfaction…
– only deals with how happy or content employees are.
– covers the basic concerns and needs of employees.
– does not address employees’ level of motivation or involvement.
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4. Employee Engagement Framework
Engagement with
The Organization
Engagement with
“My Manager”
Strategic Alignment Competency
High
Performance
An employee engagement model based on statistical analysis
and widely supported by industry research.
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5. Engagement with The Organization
• Measures how engaged employees are with the
organization as a whole.
• Includes employee feelings about and perceptions of
senior management.
• Key components include trust, fairness, values, and
respect - i.e. how people like to be treated by others,
both at work and outside of work.
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6. Engagement with “My Manager”
• A more specific measure of how employees feel
about their direct supervisors.
• For most employees, this factor has the largest
impact on day-to-day life at work.
• Topics include mutual respect, feeling valued, being
treated fairly, receiving feedback and direction, etc.
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7. Beyond Engagement – Alignment & Competency
Strategic alignment
• Does the organization have a clear
strategy and set of goals?
• Do employees understand how the
work they do contributes to the
organization's success?
• Strategic Alignment ensures that
employee effort is focused in the right
direction.
An organization needs more than just engaged employees in order to
succeed. There are two additional areas that relate to employee performance
and that are closely linked to engagement.
Competency
• Do managers have the skills
needed to get the job done?
• Do managers display the
behaviors needed to motivate
employees?
• Competency is measured with 360
Degree Feedback.
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8. Employee Engagement Dynamics
Drivers of Engagement - What matters most?
Knowing whether employees are engaged or disengaged is
only the first step. You also need to understand the key
drivers of engagement.
We employ two techniques that enable you to identify
what to focus on and how to improve in those areas.
1. Priority Level - we look at the statistical patterns across all groups in your
organization to determine which items are impacting overall engagement within
each demographic group.
2. Virtual Focus Groups - next, we ask targeted follow-up questions at the end of the
survey that ask employees to provide examples of problems as well as suggestions
for how to improve. These comments often provide the detailed and specific
what, why, and how so you can take action.
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9. Employee Engagement Dashboard
This is where things start to get exciting!
The Employee Engagement Dashboard enables you to quickly
and clearly identify global engagement themes as well as
which parts of your organization are "at risk" due to specific,
localized engagement problems.
Scalpel vs. Sledgehammer
In our experience, most engagement issues are
local. Regardless of how a company is doing overall,
there are always things happening further down in an organization
that are having a negative impact on engagement within a specific
department, location, workgroup, etc. The employee engagement dashboard will
enable you to instantly identify these problem areas within your organization so
you can take action more quickly and with greater precision.
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10. Got questions?
Give us a call and we'll answer them.
Or visit us at http://www.custominsight.com
United States +1 (650) 577-9604
Australia +61 (02) 8001 6334
Email info@custominsight.com
