Factors that Affect Employee Engagement [Case Study]

Employee engagement is a crucial aspect in the success of an organization. In fact, one of the common characteristics of top companies is that they value the importance of having an engaged workforce.

Employee engagement is a workplace approach wherein satisfaction of the workers are prioritized for them to be more committed and productive each day at work. However, it is not the same as employee happiness.

Employees can become happy at work but not engaged. To have a better understanding of employee engagement and to better implement effective engagement strategies, you first have to know and understand the different factors that affect employee engagement.

There are two types of drivers that affect engagement: 

  1. Organizational Drivers
  2. Management Drivers

By knowing the different elements under the organizational and management drivers, you can also realize how you can better influence your employees as a leader. Here’s everything you need to do about the factors that affect employee engagement:

Organizational Drivers

The six organizational drivers were identified through a study conducted by a firm called the Quantum Workplace. These organizational drivers are the big picture viewpoint that deals the greatest impact in employee engagement.

Here are the 6 organizational drivers:

  1. The leaders of the company are committed to making a positive workplace environment.
  2. Trust in the leaders of the company to set the right course.
  3. Belief that the organization will be successful in the future. 
  4. Understanding of how the employee fits into the organization’s plan for the future.
  5. The leaders of the organization value people as their most important resource.
  6. The organization makes investment to make workers more successful. 

In developing and sustaining employee engagement, leaders play a critical role. The importance of excellent leadership covers everything from fostering a positive company culture, improving employee retention, boosting morale and ameliorating employee engagement.

There are a lot of ways on how leaders can help make a positive working environment. Even simple  actions such as greeting employees, saying thank you and giving compliments help improve engagement.

Being understanding, respectful and supportive of the workers also help gain their trust, loyalty and commitment. By doing so, employees can be more willing to do more, perform better and stay longer at work. 

By being clear of job expectations and providing tools and seminars to further improve the knowledge and skills of employees, they can become more confident, competent and resilient as well.

Management Drivers

Elements under management drivers are what employees experience day to day including how they interact with their supervisors or managers and what they deal with at work.

Here are the different management drivers:

  • Employees want and enjoy a good relationship with their leader.
  • Employees have enough and the right equipment to do their job well.
  • Employees have the authority needed to accomplish their job in an excellent manner.
  • Employees have the freedom to make work decisions.

Another reason why leaders are important in employee engagement is because they set the standard with how everyone treats each other through setting an example. Moreover, being able to make people act requires skills in empowering people and having high emotional intelligence. 

Otherwise, workers won’t be motivated to move. Here are statistics that show the effects of valuing employees:

  • According to Salesforce, if employees feel that their leaders listen to them, they are 4.6 times more likely to feel empowered to perform their best at work.
  • According to Forbes, 96% of workers believe showing empathy is an important way to improve employee retention.
  • According to the American Psychological Association, 89% of employees at organizations that support well-being initiatives are more likely to recommend their company as a good place to work at. 

While employee engagement and happiness are two different things, engaged workers are more likely to be happier. Moreover, you can make employees be more engaged by bringing challenge to their work, letting them make even the big decisions and not micromanaging them.

Micromanaging can have detrimental impacts on engagement. Here are statistics from Trinity Solutions and Harry Chambers, author of “My Way or the Highway: The Micromanagement Survival Guide”.

  • 79% of employees experienced micromanagement.
  • 69% stated that they considered changing their jobs because of being micromanaged.
  • 36% changed their jobs.
  • 71% mentioned that being micromanaged interfered with their work.
  • 85% said that being micromanaged had a negative impact on their morale.

Micromanagement is a recipe for disaster in terms of engagement. To further improve employee engagement, have tools that can help make tasks of your workers easier. One way of doing this is through using an automated payroll software for those assigned in doing the payroll.

Here are the 6 best payroll solutions in 2020:

  1. GoCo
  2. Intuit Quickbooks Payroll Software
  3. Gusto Online Payroll Software
  4. Patriot Software
  5. Automatic Data Process (ADP)
  6. Xero Software

Another strategy that can help improve employee engagement is by promoting work-life balance. With whatever you do, be employee-oriented. 

The quality of your organization improves if the condition of the workers also gets better. As Doug Conant said, “to win in the marketplace, you must first win the workplace”.