Eight Elements of Employee Engagement


Eight Elements of Employee Engagement

  1. Leadership: Through their every action, your leaders both inspire the performance the organisation most desires and serve to model that behaviour for others to emulate. The relationship between employees, managers and senior leaders has a significant impact on employee engagement.

  2. Communication: An essential element for any high-performing organisation and a top motivator for employees everywhere. Good communication is open, honest and timely. Communication needs to be fluid, frequent and multi-directional throughout the organisation. Managers need to be accessible to employees for questions, support and encouragement.

  3. Culture: Great companies all have a unique corporate culture which binds people together in positive ways and galvanizes employees to excel. Your corporate culture needs to resonate with your employees in order to promote engagement. Strong cultures of engagement are also good for hiring employees that fit the organisation's culture, teaching and reinforcing the organisation's cultural values, and holding managers accountable to act in ways that support the organisation's culture.

  4. Rewards and Recognition: Every engagement culture is also a strong culture of recognition and rewards in which employees get noticed for what they do well. This includes formal recognition, which most companies traditionally offer, for example, years of service or employee of the month programs, but, more importantly for today's employees, incorporates informal recognition and rewards that are available and used by managers and peers on a daily basis as warranted.

  5. Professional and Personal Growth: A key dimension of employee engagement everywhere, is the opportunity for employees to learn and develop new skills and capabilities. Professional growth is about being challenged in one's job and being given meaningful work and opportunities for training and advancement.

  6. Accountability and Performance: A results-driven organisation recruits top talent, recognises hard work and coaches its employees to even higher levels of performance, which in turn helps to inspire other employees. Managers and employees also need to be held accountable to the expected levels of performance to which they have committed, ideally in a positive and proactive manner, but in whatever way is necessary to keep performance on track for the individual, the team and the organisation.

  7. Vision and Values: All organisational performance starts with a clear, compelling vision and core values that underscore how that vision will be achieved. Engaged employees understand the big picture and how they fit into it. A clearly communicated vision statement of core values give employees something to rally around. If an employee feels like he or she is part of something bigger, they are much more likely to be fully engaged and go above and beyond to contribute to that greater purpose.

  8. Corporate Social Responsibility: Employees increasingly want to work for organisations that are socially responsible in their products and services, business practices, and as members of the communities in which they operate. As such, there is a direct correlation between corporate social responsibility and employee engagement. Successful companies tend to be deeply engaged with their community and committed to social efforts such as charities, social causes and the environment.

PrizeVoucher Agency can assist you with an effective employee engagement programme to assist your company achieve desired goals, success and profits.

Tags: Employee Rewards, Reward and Recognition , Staff Incentive, Employee Engagement, Employee Motivation, Rewards Fulfilment

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