Characteristics of Engaged Workforce
February 12, 2025
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Before we begin this topic, let us throw some light on the following example. Peter and John were best friends who did their studies together at Alpha management school (Just an example).They both got their first jobs in XYZ Organization as marketing executives. Within a span of five years, Peter was promoted as Vice President […]
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Employee Engagement has transcended from being the latest business buzzword to being recognized by organizations as a tool that positively influences business performance. This linkage between organization performance and employee engagement was researched by ISR in 2006 by means of world-wide survey.
The ISR study reveals that companies with high engagement scores saw an increase of more than 25% in EPS (Earnings per Share), while companies with low engagement scores saw a decrease of 11% in EPS. The results confirm the belief of many that engagement positively influences business performance.
Hence, it is vital for companies to understand what “causes” employee engagement if they want to influence the “effect” i.e. Employee Engagement. By understanding these drivers and leveraging them, organizations can try and manage engagement levels of their employees.
So what drives employee engagement? Several theories have been propounded that focus on the rational and emotional aspects of engagement. Some even focus on the tangible and intangible aspects of engagement. Mercer’s ‘What’s Working’ studies reveal that engagement drivers differ by geography, by industry and even by time.
While there is no one panacea for leveraging employee engagement, there are some broad drivers which are presented below:
We shall explore in each of the above mentioned drivers of engagement in the following chapters.
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