The State of Employee Engagement 2023
24 Nov, 2022
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Making sure your employees stay engaged isn’t just a nice-to-have, it’s a must for any thriving business. Companies with engaged employees are far more productive and up to 22% more profitable than those with a disengaged workforce.
Engaged workers are essential to your bottom line, but more than that, engaged employees spread positivity, provide better customer service and are more loyal to your company. So it makes business sense in more ways than one, to focus time and attention on engaging your employees.
With 19% of workers feeling actively disengaged, there’s much room for improvement in workplace engagement practices. That’s where a good understanding of the different engagement models can help you understand how engaged your employees are and where there might be improvements you can make.
Let’s take a look at the top 5 engagement models and how they can help you better engage with your workforce.
An employee engagement model provides a framework for engaging with your employees to make them feel valued, trusted and happy in the workplace. It underpins your company culture and informs your workplace policies and management behaviours.
Following an employee, engagement model can help you be more strategic in your efforts and avoid implementing isolated initiatives that are likely to be less successful or impactful on their own.
When one of these models is used effectively, it fosters a more positive and caring work environment, improves employee satisfaction and drives greater productivity.
There are several employee engagement models and theories that can be successfully used to engage your workforce. Here’s a rundown of our top five:
In 1990 William Khan penned his popular employee engagement theory in “Psychological Conditions of Personal Engagement and Disengagement at Work.” In it, Kahn identifies three main factors that affect how much an employee can meaningfully connect with a company’s culture, mission and the day-to-day tasks of their role. These are:
The Kahn employee engagement theory promotes a more holistic approach. It aims to create a more cohesive strategy that tackles all of an employee’s needs, rather than short-term motivational initiatives.
With the Kahn employee engagement model the main focus of improving employee engagement is on:
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Psychologist David Zinger created his employee engagement model based on the idea that strong and meaningful connections between teammates achieve better business results. The Zinger employee engagement theory is centred around four pillars of employee engagement known as “CARE”: connection, authentic relationships, recognition and (continuous) engagement.
The Zinger model follows a pyramid of ten important engagement actions for managers. Each action is a building block in the pyramid that supports positive employee engagement. In ascending order the pyramid categorises actions as:
Perhaps one of the most famous employee engagement theories, Maslow’s hierarchy of needs, focuses on the human needs that have to be met to create a positive workplace experience. Abraham Maslow first published his theory in 1943 in “A Theory of Human Motivation.”
Maslow’s theory of employee engagement posits that fulfilling each of the five basic human needs – physiological, safety, love and belonging, esteem and self-actualisation – leads to higher employee engagement and motivation.
The Maslow model lists human necessities in a hierarchical pyramid. This sets out that needs in the first level of the pyramid must be met before moving up to the next level. The necessities ascend from basic needs to higher-level needs and are categorised as follows:
The model theorises that, at the very least, needs on the first level of the pyramid (physiological needs) must be met for employees to feel engaged. This includes earning a comfortable enough salary to provide for basic needs and having enough downtime to sleep and recover. In this model, as needs are met on each level of the pyramid, employee engagement increases and, with it, satisfaction and happiness at work.
AON-Hewitt, as a leading consultant on human capital management, has developed its own employee engagement model. This revolves around the idea that business outcomes are a core driver and result of effective employee engagement that impacts customer satisfaction and profit.
The model theorises that there are six main drivers of employee engagement, namely:
According to AON-Hewitt, if all of these drivers are addressed, you’ll see higher levels of employee engagement that result in:
In turn, all of this leads to better business outcomes, including greater productivity and financial growth, higher employee retention rates, lower absenteeism and more satisfied customers.
Consulting firm Deloitte has designed an employee engagement model that centres around making work a highly desirable place for employees. Culture is the key to this model’s success and includes five core elements, each with its own set of actions:
According to Deloitte, following these five core principles and associated actions will create a workplace in which staff are excited to be a part and positively engage.
Choose an employee engagement model that works for you and your workforce. Make sure to be strategic in your approach and weave your engagement goals and initiatives into your workplace policies and company culture.
By using effective engagement tools like Seenit User-Generated Videos you can make your employee engagement strategy an even greater success. Whether it’s for training, senior management updates, career case studies, an employee-crafted welcome video or sharing a team social, Seenit provides a versatile and more personal approach to employee engagement.
Whether it’s Zinger, Deloitte or another model you opt for, using the right tools and focusing on employee engagement will make for a happier, harder-working workforce and more successful business outcomes.
Join some of the world's largest enterprises already using Seenit to create User-Generated Video.
25 Jan, 2023