Employee

Engagement
Defining Engagement

 New employees are often engaged in the beginning of their roles,

but they often ”burn out” after they’ve learned all of the new skills
required to complete their jobs.

 What is employee engagement?

 Kruse (2012) states “Employee engagement is the emotional

commitment the employee has to the organization and its goals”
Defining Engagement (cont.)

 How many employees are actually devoted to what they do?

 34.1% are engaged

 49.5% are not engaged
 16.5% are actively disengaged
(Adkins, 2016)

 Engaged: Employees do their tasks with enthusiasm and see projection completion as
a defined goal.
 Not Engaged: Employees complete tasks but do not see the end goal, and typically
like being given a task rather than looking for the end goal of a completed project.
 Actively Disengaged: Employees dislike their jobs and act as if they are retired on the
job. (Developing, 2017)
What do our local employees think
about engagement?
 Recent Survey results in the St. Louis area were similar to the national
averages from the Gallup poll:
40% claimed they were engaged
47% claimed they were not engaged
13% claimed they were disengaged

 The consensus was that most employees felt they would benefit
from either new formal learning experiences, or a better
understanding of the overall work process (Weicher, 2018).
What comprises Engagement?

 The United Stated Department of Labor believes that engagement

consists of “Effective leadership, Skills-Mission Match, Pay, Strategic
Management, Teamwork, Innovation, Training and Development,
Work-Life balance, Support for Diversity and Performance Based-
Rewards and Advancement” (“Employee Engagement”, 2017)

 Engagement is hard to define.

 To truly understand what a company is trying to achieve, it is

important to know WHY they want to achieve it.
Management Role

 The University of Florence discovered that most employees found that

they benefited from Participative Leadership to best foster dedication.
This entails “a non-directive form of role-clarifying behaviour which is
gauged by the extent to which leaders allow subordinates to influence
decisions by requesting input and contribution” (Cervai 2009).

 Dedicated employees engage themselves.

 Engaged employees own their projects.
 Engaged managers help to restore their employees confidence and
dedication to the company.
 Therefore….
 Engaged managers are of the utmost importance!
Employee Engagement

 Companies devoted to engagement…

 Use the right employee engagement survey.

 Focus on engagement at local and organizational levels.
 Select the right managers.
 Coach managers and hold them accountable for their employees’
engagement.
 Define engagement goals in realistic, everyday terms. (Reilly, 2014)
What does engagement mean to
your company?
 Gallup also found that employees surveyed as ‘engaged’ were
“more productive, had more sales, had more profitable sales, and
gathered better customer information. These employees were less
frequently absent, and had less occurrences with workplace
accidents” (Reilly, 2014).

 Not one style works for every company; but part of fixing a problem
is acknowledging it exists.

 Employee Engagement is both healthy for the employees and

healthy for the organization.