The Future of Employee Engagement

The Real Question of Employee Engagementwhat is employee engagement

Sometimes we get so caught up in the latest industry buzzwords that we forget to ask the real question: What does employee engagement mean to ME and MY organization?

Employee Engagement is not new; the term has been around forever. However, within the past few years, it seems as though you can’t have a conversation about human resources without the term employee engagement being thrown into the mix. Don’t get me wrong, I’m not necessarily complaining about the recent awareness. I just get the impression that the term is being thrown around so willy-nilly these days that it may be starting to lose any real meaning in the HR industry. Did it have any real meaning to begin with?

Bear with me for a moment. I’m going somewhere with this, I promise.

Measurements of Employee Engagement

Measurement: That’s what it comes down to, right? If we can’t measure it, what are we trying to accomplish in the first place? But how do you truly measure something as abstract and individual to the person as true workplace engagement? The honest answer: you can’t. However, you can have metrics in place that industry and research have proven to be factors in engaging your workforce.

According to the Aon Hewitt Trends in Global Employee Engagement report, there are 6 factors that employers can hone to increase employee engagement in the workplace.Aon-Hewitt-Trends

The Right Combination to Employee Engagement

It’s easy to look at this and say, “My organization has great career opportunities. I’m all set.” However, it just doesn’t work that way - engagement is individual to each employee. While great training and advancement may be the only thing that drives me to be a more engaged employee, the guy in the cubicle next door may need to have opportunities and a great relationship with his coworkers to feel engaged. It may be any combination of the 6 that moves him to the next level of engagement.

These drivers aren’t the end-all-be-all to employee engagement, but they provide a framework of measurement so we can improve. This is where employee recognition plays a key influence in organizational engagement as a whole. By recognizing your employees for using, participating, and engaging in the resources that the company provides to drive engagement, your organization is creating its own measurement and ROI.

An effective employee recognition program WILL pay for itself. It really is that simple. Therefore, instead of falling into the trap of industry buzzwords and one-size-fits-all solutions, define your employee engagement efforts based on what is best for your employees and your organization.

Request a Complimentary Consultation from C.A. Short Company  

 At C.A. Short Company, we are your partner for increased employee engagement resulting in increased performance outcomes to grow your bottom line. Our process and research-based platform help you engage your team in order to increase your bottom line, motivate your staff to the benefit of the entire organization, and reward your people for the positive changes they make. To request a Complimentary Consultation, please click here. 

Topics: Employee Engagement, Employee Engagement Strategies

Todd Shannon, VP of Sales and Marketing

About the Author
Todd Shannon, VP of Sales and Marketing

Todd Shannon has more than 25 years of sales and marketing leadership experience. Prior to joining the C.A. Short Company family, Todd helped Unilever, as well as other Fortune 500 companies, grow exponentially. His ability to develop processes and systems enveloped in a culture of empathy, compassion, and respect, makes him a perfect fit as the VP of Sales and Marketing. And his extensive experience in the consumer packaged goods sector uniquely positions him as an in-demand speaker and thought leader for all things safety, engagement, and recognition-related.

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