Canadian Packaging

Six Key Drivers Of Engaged Employees

By Doug Brown, President, DBC Marketing Inc.   

General Employee Relations

Defining the engaged employee
We consider employees to be engaged when many different levels of employees feel fully involved and enthusiastic about their jobs and their organizations. Engagement is the willingness and ability to contribute to the company success where employees put discretionary effort into their work, be it time, ideas for improvement and emotional energy.
Successful leaders know that engaged workers are more productive, more loyal, adapt to change easier, are committed and focused on company goals, are more likely to be a high performer, and are great advocates for the company.  Successful leaders also know that they must create an environment for employee engagement to flourish through a sincere commitment to their people.

Here are six key drivers of engaged employees that can help you support your organization:

  1. The number one engagement driver was found to be “the extent to which employees believed that senior management had a sincere interest in their well being.” Companies that proactively develop and implement people programs to support employee engagement will cultivate the benefits of improved performance and bottom line results.
  2. Employee Support. The opportunity to grow, develop and learn new skills. To be given latitude by managers and encouraged when mistakes happen, to learn from the experience and grow to improve in these areas. Managerial support is a critical link to making an engaged employee environment happen.
  3. Appreciation. The emotional pride of being appreciated, thanked, recognized and rewarded for their contributions. This can take many forms and can be done with formal or informal recognition practices.
  4. Employee Inspiration. Leaders should regularly convey the importance of their work and how they are part of a bigger company picture to make the world a better place.  Leaders can instill pride and sense of community in what they do.
  5. Employee Alignment. Employees want to be clear on their goals and what is expected of them. Feedback on their performance is critical to allow them to adjust, improve and grow.
  6. Cultural alignment. Employees “fit in” with the mission, vision and principles of the organization. They ‘’get it’’, embrace it, and suited to their roles and responsibilities. They can build warm and strong relationships with their colleagues and managers and feel an affinity to the overall success..

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