piggy bank and measuring tapeEmployee Engagement is a confusing topic for many business leaders. For one reason, the behavior of business leaders is sometimes behind the reason why employees disengage.  They also confuse engagement with satisfaction.

Engagement is the physical outcome of an employee who feels valued and respected in the workplace. When employees develop a strong sense of belonging to the organization they work for, build good relationships with coworkers and managers, feel respected and supported, the natural outcome is an increase in productivity by 60% or more.

When employees are happier, they are more creative and look for ways to help the company grow outside their normal job activities. This is called discretionary action. It can be as simple as turning off the light in a bathroom to save energy or performing some random act of support (kindness) for a fellow employee.

The TIGERS 360 Team and Culture survey measures behavior issues in the workplace that can be corrected with good workforce development planning and talent management. It is not an employee satisfaction survey. It is a team climate survey that gives a reliable and valid snap shot of the employee’s opinion  of trust, interdependence, genuineness, empathy, risk and success in the organization.  This lays the groundwork for good strategy development as well as planning.

Here are a few notations:

  • What’s the difference between a happy employee and an engaged one? While they are closely related, it is important to distinguish between employee satisfaction and employee engagement.
  • Employee satisfaction is when the person is happy with the company, the job and co-workers.
  • Employee engagement is when the employee actively contributes to the betterment of the company.
  • 4/5 employees do not reach their full potential.
  • 7/10 employees are disengaged at work

The following graphics have been supplied by  blog.surveyanalytics.com

The Dollars & Sense of Employee Engagement

 

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