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The Key Drivers of Employee Engagement

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Simply put, we describe employee engagement as being driven by three key points:

1.   The Individual
2.   The Manager
3.   The Culture

Organizations need to focus on all three in large part because they are mutually dependent. For example, you could complete a battery of behavioral diagnostic tests on individual employees to better understand how to improve their engagement in the workplace, but if the organization’s culture or their manager is toxic, you will not be able to sustain their commitment to volunteer discretionary effort (the foundation of employee engagement).

A good assessment tool will be able to tell you about all three of these key engagement categories so management can make better decisions on how to impact all three.

One other point on “the individual.”  Engaged behavior stems primarily from two sources: nature and nurture. That is, some of what an employee does during the workday comes from the way they are wired (nature). There are ways to dig deeper and better understand this for each individual.

But individuals do not operate in isolation. We are heavily influenced about what goes on around us — especially in the quality/safety of the relationships we maintain at work (i.e., with peers, our manager, leadership). This is why items two and three, manager and culture, play an overwhelming role in setting the engagement levels within organizations. Stated differently, if you do really well in category 2 and 3, category 1 almost takes care of itself.

So if you do conduct an “engagement audit” for your organization (a very useful exercise), one thing you will want to do is track whether your current efforts hit all three categories. Leave any one of them out and you risk missing the leverage that comes from a more comprehensive approach.

BEST PRACTICES TIP:  Drill down too deep on only one way or approach to increasing employee engagement and you will miss significant leverage from a more broad-based employee engagement strategy.

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The following comments are for Engagient's Employee Engagement Seminar for Managers

We were trying to get the buy-in from our Management team, prior to rolling out a new Performance Review Process and move the management style away from the industrial age style in an attempt to get our employees more engaged.  For the last 45 years we have been working under the old world style of management and old habits die hard.  The Engagient seminar on Employee Engagement was exactly what we were looking to install at Perfect Plastic Printing.

Don presented the information with a passion and energy that impacted every participant.  The information presented represented the results of research and science as opposed to just one more consultant’s opinion.  This made the buy-in so much easier.  The combination of instruction and small group exercises kept the class from getting tired and kept the information geared more toward our business as opposed to generalizing information.  Don was extremely knowledgeable on the subject and this was apparent when he answered participant questions.  He kept the conversations light and humorous, but had you believing that getting your employees more engaged is crucial to surviving in business today.  The feedback from the Management team on the seminar was all positive. Don was one of the best presenters that we have experienced at Perfect Plastic Printing.

--Carl Valenti
Director of Facilities
Perfect Plastic Printing
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