In every organization employee engagement is very important. However, in many, it is low also. Despite all the resources put into engagement initiates there are still many issues.
This is because traditional engagement efforts are used by managers mainly and use much of employees time with little change. So basically let’s give data and leadership training to front-line managers and they’ll do better with engaging employees. But this doesn’t work.
According to a recent study nearly 43% (almost half) of engagement comes from factors that are completely outside the influence of company management.
Things individual employees can do to drive their own engagement include the following:
1. Understand their own motivation triggers.
One employee may really crave growth opportunities while others might be more interested in getting recognition for what they’re already doing. It’s important to understand what triggers you to do better. There are free assessments all over the web which can help determine these things if you aren’t already aware.
2. Be mindful that the company will drive engagement.
Have individuals write down all that the company is doing for them when it comes to communication, growth and recognition.
Usually the list will be rather small. Go over the list together with a group with a prepared list of other things the company is doing. Because though they want recognition the company needs to show that they are doing something in return for employees.
3. Partner with their bosses.
Unsure as to whether you’re going to grow with the company? It’s time to hold a career path meeting with your supervisor and discuss your goals and what you’d like to accomplish in your time there.
Employee engagement needs managers to work as leaders. Yet we must also see what each individual brings to the table and with this they need to be taught how to drive engagement to higher levels as growth continues.