What Employee Engagement Really Means (and 6 Clear Steps to Do It Right) |
What Employee Engagement Really Means (and 6 Clear Steps to Do It Right)
Here’s why employee engagement is a CEO’s hidden lever for growth and success.
EXPERT OPINION BY MARCEL SCHWANTES, INC. CONTRIBUTING EDITOR, EXECUTIVE COACH, SPEAKER, AND AUTHOR @MARCELSCHWANTES
I spend a great deal of time working with managers and executives on strategies to boost employee engagement. However, managers have yet to fully understand and grasp employee engagement as an everyday leadership practice. So, what does that term really mean? It can have so many definitions that even HR pros don’t all agree on what it is.
Many people view employee engagement as simply making workers happy. Companies often try to create this happiness with perks like climbing walls, free food, or allowing dogs at work. In remote settings, you’ll see virtual happy hours and lunches aimed to foster connection. However, these efforts are ineffective if the essential conditions for employee growth are missing. Poor workplace relationships and a stifling leadership culture will lead to low engagement, no matter the perks offered.
My Definition Of Employee Engagement
Here’s what it means: Employee engagement is an employee’s emotional and intellectual commitment to the organization and its goals. And this is so important because when we are emotionally and intellectually committed—when our hearts and minds are in the game—we give discretionary effort. It’s about intrinsic motivation. It’s much better than extrinsic motivators like pay and perks, or the carrot-and-stick approach to motivating people.
Why is this so important? Because if someone is paid a high salary but doesn’t feel like they belong or are cared for, they will still quit three months from now, regardless of pay and perks.
Vibe-Coding for Beginners in Five Easy Steps
What’s the required strategy? More care. More empowerment. More growth. You want to increase the care output so employees are engaged, and the organization can release discretionary effort. When it’s released, people will go above and beyond, go the extra mile, and do things beyond their regular responsibilities and job descriptions.
For the general critics among us, we’re talking about measuring the effectiveness of leaders in creating the conditions that will bring out the best in others through caring behaviors. Doing that consistently will be a game-changer for improving every company’s metrics for success.
A Six-Step Strategy to Boost Your Employee Engagement
When you walk the talk of good, caring, growth-minded, purpose-driven leadership, your people will release discretionary effort. They can’t help it–they will want to work for you. This means creating a positive environment that will elevate the employee experience to new heights. Remember: When the employee experience is positive, engagement soars.