In most regions of the world, only one in three employees is fully engaged.
A personal quest
Ask a dozen people why they do the work they do and you will get a dozen different answers. Yes, most people will say they work for the paycheck. Dig a little deeper, however, and you’ll find other, more personal reasons for getting up in the morning and going to a job.
Employee engagement programs need to take advantage of the fact that engagement is a personal equation shaped by an individual’s unique values, interests, talents and aspirations.
“It’s hard to argue with the accepted wisdom — backed by empirical evidence — that a motivated workforce means better corporate performance.”
“Employee Motivation: A Powerful New Model,” Harvard Business Review
Successful staff engagement ideas depend on individuals having a thriving personal connection with their work and a belief that they have a promising future in their organization.
Although leaders and organizational practices can significantly influence employee engagement levels through employee engagement programs, every person, ultimately, has responsibility for his or her own engagement. Employees must be clear on what matters to them before they can take control of their staff engagement ideas, job satisfaction, and career success. They also need to take initiative in building and applying their unique knowledge and skills to contribute fully toward the organization’s goals.
A winning formula
Taking Control of Your Engagement is a blended learning employee engagement program that equips individuals to assess, increase and sustain their engagement levels — maximizing both performance and satisfaction — so that their organization can build a vibrant workforce and reach its business goals.
Build engagement insights
This learning experience can be tailored to incorporate data from BlessingWhite’s Employee Engagement Survey or other employee survey tools.
The core of the learning experience is an interactive workshop or web class that produces staff engagement ideas. To make the most of face-to-face time, individuals complete online reflection and assessment activities as prework. During the interactive session, they
see those insights to shape their learning and create a personal engagement strategy. Afterwards they take action on their own, and if appropriate, enlist the support of their manager or colleagues.
Engaged employees are not just committed. They are not just passionate or proud. They have a line-of-sight on their own future and on the organization’s mission and goals. They are “enthused” and “in gear,” using their talents and discretionary effort to make a difference in their employer’s quest for sustainable business success.
BlessingWhite’s Employee Engagement Report 2011
What Is Engagement & Why Is It Important?
Your Starting Point. Where Are You?
Taking Control of Your Satisfaction
Taking Control of Your Contribution
Understand what engagement is — and isn’t
Consider their own engagement level
Clarify the personal values and job conditions that influence their satisfaction at work
Align their interests and talents with the goals of the organization
Identify actions they can take to increase their satisfaction and contribution — to become more engaged