Clearly Understandable – Employee Engagement – #3 Drivers of Engagement?

Every organization should know how engaged
their employees are. An engaged employee, after all, is a driving force behind your
business success and, really, there is no confusion why. An engaged employee is one that will exert
more effort, they tend to be much more loyal to the organization, they exude a lot of pride
and enthusiasm in their work and they’re committed to the success of the organization. Therefore,
an engaged employee is one that can help you achieve success as an organization. Now, the interesting thing is, even if you
measure engagement and you have a high score, you still need to improve, because we know
engagement is the catalyst that will push your organization forward to even greater
success. So, you can never stop improving on engagement and that’s where the key drivers
come in. So what if you measure engagement? The key question is what you do about that?
What do you do to improve that score? It’s great that you measure it, but we always need
to drive engagement up and that is where the key drivers come into play. Determining your key drivers of engagement
is a very important process and it all begins by looking at your employee opinion survey
data. Now, typically speaking, in an employee engagement survey, there will be a variety
of issues measured, which could potentially impact the engagement level that employees
feel. This is an example of our employee engagement model. What you will see here is that employee
engagement occupies the center most point of the model and is surrounded by a variety
of workplace issues that could potentially drive or influence the engagement level that
employees feel. You can see there are elements in here such as, teamwork, the way that employees
view their relationships with their department director or their immediate supervisor, the
way they feel about HR programs being administered in the organization. The point here is, that
many things here are being accessed in a typical employee survey. So the idea here is you can’t
work on everything. So we need to figure out what are the handful of critical issues that
you need to prioritize in the action planning process that will give you the greatest return
on employee engagement and this is where key driver models come in. Simply stated, a key driver analysis is a
technique that is used which considers how all of the survey items may impact employee
engagement. In this example, you can see that there are an array of survey items that have
been asked that potentially influence how engaged employees are. However, the analysis
will actually tell us that there are just a handful of key issues that this organization
can work on which will most powerfully promote and build engagement in this organization.
Now, one of the advantages that this particular modeling technique has is that it goes much
further than a traditional correlation analysis. It does establish that items are related to
engagement, but it goes one step further by actually telling us how much movement we can
expect in engagement given positive change in these key drivers. One thing to keep in mind when we are discussing
key driver analysis is that the items that drive and promote engagement in one organization
may not affectively do so in another. Every organization is slightly unique and therefore,
it is absolutely critical that a model such as this be conducted on an organization-by-organization
basis to ensure that every individual organization has a clear understanding of the things it
can prioritize that will most promote employee engagement.

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