Engagement, the employee’s commitment to his or her organization and the willingness to perform beyond expectations, has become a focus area for management. Engagement is more than
mere job satisfaction; fully engaged employees are motivated and dedicated to making the organization a success. At the most simplistic level, engaged
employees lead to happy, loyal
customers and repeat business.
Engagement also leads to improvement in retention
levels. In short, it impacts
the bottom line.
Dale Carnegie Training with MSW Research recently conducted a nationwide
cross industry study
of 1500 employees to explore engagement in the workplace. The study discovered that although there are multiple factors
affecting engagement, the personal relationships between a manager and his or her direct reports is the most influential.
The Value of the Immediate Supervisor-It is said that employees don’t leave
companies; they leave people. What managers do, how they behave, what they say and importantly how they say it affects
employees’ attitudes about their jobs and the organization as a whole.
The Emotional Effect- While a good supervisor makes all employees feel valued and confident, a poor supervisor irritates them and makes them feel uncomfortable. When supervisors communicate positive emotions,
the employee feels good about the
organization as a whole. Likewise, negative
reactions cause a decrease in productivity and morale, leading to disengagement.
Practical Engagement - Employees who feel their immediate supervisor displays
strong leadership, positive standards and interest
in them on a personal
level are more engaged.
The Caring Manager
- An employee wants to feel that the immediate supervisor
is interested in him or her as a person and cares about his or her life outside
work and its effects
on job performance. Supervisors who get to know their
employees on a personal level and care about their private lives can counteract disengagement. This is two of the four most important
drivers of engagement.
These
key points may seem elementary but it’s worth thinking about these and being
mindful of the impact YOU have on employee engagement.