Employee engagement is the extent to which employees are proud to work for the organization, identify with and are inspired by its goals and values, and commit energy and creativity to its sustained success.
Countless research reports indicate that more 'engaged' employees are motivated to do a better job, go above and beyond what they are contractually expected to do, and bring more passion to their work. This results in better business performance.
Research also indicates that front line leaders play an important role in instilling a sense of engagement in co-workers. It is their leadership style that connects co-workers and their jobs with organizational objectives as well as achievements. The quality of the connection between leaders and co-workers at all levels is crucial and touches the heart of each and every organization: relationships and the way people deal with each other.
Consequently, employee engagement is the responsibility of business leader’s at all organizational levels. HR is generally responsible for providing the framework for employee engagement through HR activities such as recruitment, on boarding, leadership development, and organizational effectiveness. The framework also includes the measurement of employee engagement levels through an opinion survey.
Once the survey results are available it is the responsibility of business leaders to share these with their staff, to have a dialogue and to agree whether behavioural changes and/or activities need to be initiated either by the leaders themselves or jointly with their staff.
Lessons derived from many organizations indicate that development and execution of an adequate employee engagement framework requires not only time and effort, but also, and more importantly, expertise and skills that in general are not widely available in all organizations yet.
It is our aim to assist an organization’s project team in the following aspects of employee engagement frameworks, which may be in varying stages of development: orientation, start-up, first experience, in place and needs adjusting. Assistance relates to effectiveness of the framework and to efficiency of the employee opinion survey as its measurement tool.