Employee Engagement & Retention Flashcards
Employee Engagement
An outcome driven concept–certain employee and employer characterisitcs can lead to employee behaviors that positively influence individuals and business level performance.
Schaufeli and Bakker’s View on EE Engagement
Vigor: high levels of energy and effort into their work.
Dedication: involved in their work and a sense of pride and enthusiasm about it.
Absoprtion: fully concentrated in their work.
Macey and Schneider view on EE Engagement
Trait Engagement: personality elements that make an individual predisposed to being engaged
State Engagement: influenced by workplace conditions or practices
Behavioral Engagement: the effort EEs put into their jobs, which leads to greater value, creating higher performance than from their less engaged counterparts–can occur when both trait and state engagement are present
Benefits of EE Engagement
- profitability increase
- thefts decrease
- absenteeism decrease
- defects decrease
Drivers of EE Engagement
- The work itself
- Confidence and trust in leadership
- Recognition and reward
- Orgz communication that is delivered timely
The Aon Hewitt Engagement Model
Say–speak positively
Stay–have an intense sense of belonging
Strive–are motivated to succeed
Types of Orgz Culture
Authoritarian: power resides with top level mgmt
Mechanistic: tasks are defined clearly and shaped by formal rules
Participative: collaborate decision making or group problem solving
Learning: the increase of knowledge
High Performance: talent is championed
Questions to answer when gathering information about EE engagement
- What orgz culture have we created?
- Does this culture support achievements of our strategic goals?
- How can the orgz culture be expressed in a way that increases EE engagement?
Management Competencies for Enhancing EE Engagement
- Supporting EE growth: automony, development, feedback, recognition
- Interpersonal style: individual interest, availability, personal matter, ethics
- Monitoring direction: reviewing and guiding, clarifying expectations, managing time and resources, following processes/procedures
Business Case for EE Engagement
- Commit long term: need sustained efforts over time
- Measure consistently: measurement of engagement and progress towards goals should happen consistently
- Connect engagement to business results: communication of how engagement influences orgz outcomes
- Seek employee input: EEs have the opportunity to provide input
- Gain leadership support: need support from leadership
Retention
The ability to keep talented employees in the orgz. Orgz aspire to keep high performers and to exit the low performers.
Why do EEs stay?
- Meaningful work
- Are recognized
- Orgz provides tools and resources
- Performance systems are fair, transparent
- Appleaing incentives and perks
Key Areas of EE Engagement
- Leadership Characteristics: care about EEs, trust
- Team Practices: understand customers, reward EEs
- Orgz Values: values EEs, is customer focused
- Work Itself: is challenging and meaningful
4 Ways to Measure and Analyze EE Engagement
- Career development: advancement opportunities
- Releationship w Mgmt: autonomy, recognition
- Comp & Benefits: pay overall
- Work Environment: meaningfulnes of the job
Employee Surveys
An instrument used to collect and assess EE attitudes on and pereptions of the work environment
Attitude Survey: attempt to determine EE perception of such topics as company culture and company image, the quality of mgmt, the effectiveness of comp and benefits, orgz communication, diversity/safety concerns.
Opinion Survey: measure important data on specific issues, gain opinions on specific processes, safety procedures, or an other issue the employer is evaluating.
Engagement Survey: focus on EE level of job satisfaction, commitment, and morale, these should be linked to business objectives.