What Matters Most to Employees: 6 Authors Explore Employee Engagement
Employee engagement worldwide is at a low, as so reported a widely publicized Gallup study last fall indicating that only 13 percent of employees are engaged at work.
Part of the dilemma in understanding the complex, human capital issue of employee engagement is really starting with a definition. What does it mean for employees to be engaged?
Christine Mellon, VP of Human Capital Management Transformation at Oracle will present on this topic at People-OnTheGo’s free webinar, March 6, 2014: “The Employee Engagement Trap: How HR should approach the ‘Employee Experience.’”
In this 40-minute presentation, Mellon will discuss the difference between employee engagement and the “employee experience,” and will offer valuable insight into strengthening the employee-employer relationship.
Indeed, finding out what matters most to employees means going beyond the standard understanding of employee engagement. Here are six authors below who are also challenging what it means for employees to be engaged, and their thoughts on the issue:
Going beyond satisfaction.
“Engaged doesn’t mean satisfied… You can be satisfied at work, but that might mean you are satisfied only enough to do the bare minimum to get by. You might be satisfied but still taking calls from recruiters offering a 5% bump in pay. Satisfied isn’t enough.”
- Kevin Kruse, Employee Engagement for Everyone: 4 Keys to Happiness and Fulfillment at Work
Contributing to something bigger.
“All employees have an innate desire to contribute to something bigger than themselves.”
- Jag Randhawa, The Bright Idea Box: A Proven System to Drive Employee Engagement and Innovation
Respect and engagement go hand in hand.
“I realized that the concept of respect perfectly explained how in the span of two months I had gone from an enthusiastic new hire to handing in my resignation… It was clear to me that respect was the lynchpin of employee engagement.”
- Paul L. Marciano, Carrots and Sticks Don't Work: Build a Culture of Employee Engagement with the Principles of RESPECT
More than just perks.
“The organization may lavish you with perks, but those perks don’t hold the key to engagement. Feeding the pleasure center of the brain through extrinsic rewards doesn’t engage a person and build real, lasting fulfillment.”
- Timothy R. Clark, The Employee Engagement Mindset: The Six Drivers for Tapping into the Hidden Potential of Everyone in Your Company
A feeling of commitment.
“Employee engagement is characterized as a feeling of commitment, passion, and energy that translates into high levels of persistence with even the most difficult tasks, exceeding expectations and taking the initiative.”
- Linda Holbeche & Geoffrey Matthews, Engaged: Unleashing Your Organization's Potential Through Employee Engagement Hardcover
A company culture based on authentic values.
“There was a time when every employee from the top to the bottom of an organization needed to be able to deliver the company’s “elevator blurb”… Today, your employees should also be able to enthusiastically describe your company’s values and culture during that same elevator ride.”
- Bob Kelleher, Louder Than Words: Ten Practical Employee Engagement Steps That Drive Results Hardcover
Additional Resources & Webinars