Staff engagement is high on the agenda for many organisations thanks to our ever-changing world of work.
An engaged workforce is typically one in which employees understand and are committed to an organisation’s values and objectives, and are passionately motivated to not only offer their very best at work but to go above and beyond to help achieve its goals.
An engaged workforce doesn’t just happen. It’s a two-way process in which an organisation needs to work hard to engage its staff and, crucially, where employees themselves decide how engaged they will be in return. It’s a symbiotic relationship where both the employer and employee support each other; if one side fails to back the other, engagement levels deteriorate rapidly.
In this report we look firstly at why engagement is important to employers. In the main body of our report we share practical strategies, covering both intrinsic and extrinsic factors, you can take to improve your organisation’s employee engagement levels.
As a results-orientated company, we hope the strategies detailed herein will help you achieve a lasting and positive impact in your world of work.
Managing Director, Hays Australia & New Zealand
Intrinsic factors come from within, such as having a purpose, a sense of achievement, a feeling of being valued, a feeling that emotions are respected, a sense of being treated fairly, and satisfaction from making a difference. While an organisation does not have total control of these factors, you can be an influence by ensuring employees have the knowledge, understanding and relationships that will allow them to switch on and engage.
Extrinsic factors come from outside the employee and are external influences, such as the financial rewards received, the environment they work in, being given an efficient induction and onboarding process, recognition and flexibility. You have a greater influence over such factors.