Engagement is positively influenced by: a comfortable workplace with access to all the necessary tools, detailed job responsibilities, an established procedure for evaluating work results, decent wages, a well-established process of interaction with management, and basic politeness towards employees.
Unclear requirements for the work being performed, their regular and significant adjustments, assignments that go beyond the scope of competence, on the contrary, reduce the manifestation of this quality of personnel.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow
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Self-realization
Engagement means attachment line database to one's work. At the same time, the employee is ready to use all his/her mental/physical capabilities to achieve the company's goals. Management actions aimed at self-development, successful promotion contribute to increasing the engagement of the team as a whole.
Depending on the specific factor, employee motivation occurs differently. Accordingly, it is necessary to identify key factors for individual job categories. Thus, the involvement of top managers depends on the parameters "Information Management" and "Recognition", and ordinary employees - on "Working Conditions" and "Career Growth". Key factors have a significant impact on the base indicator, they can be controlled.
Knowing the significant parameters allows you to focus on the main tasks and increase engagement faster. It becomes possible to determine which of the actions taken give the best result and, taking them as a guide, direct the saved funds to personnel. To understand whether a factor is significant or not, it is necessary to take into account the company's areas of activity, its scale, personnel composition, corporate values, and the conclusions will be specific for each organization.
Therefore, identifying key factors should begin with research into employee engagement.
Methods for assessing employee engagement
Before starting activities to increase engagement, it is necessary to assess its current state. The organization independently chooses the order and methods of this process.
Methods for assessing employee engagement:
Testing. For these purposes, a task developed by a recruiting agency and already offered in other companies will be suitable.
Confidential pulse surveys. The company conducts a quick survey, after which it studies the data received. You can also contact a specialized agency for an assessment.
Individual interviews. As a rule, this method is less accurate, since employees are not used to openly expressing their opinions, and during the conversation they usually say what the interlocutor needs. However, if you prepare carefully, you can achieve a high effect. In addition, during personal communication, the employee sees that his point of view is important to the management.