Employee Engagement Model

Employee engagement is to ensure that employees are committed to their organization’s goals and at the same time are able to enhance their own sense of well-being.

“This is about how we create the conditions in which employees offer more of their capability and potential.” –David Macleod

There are differences between attitude, behaviour and outcomes in terms of engagement. Outcomes may include lower accident rates, higher productivity, fewer conflicts, more innovation, lower numbers leaving and reduced sickness rates. But we believe all three – attitudes, behaviours and outcomes – are part of the engag

Although improved performance and productivity is at the heart of engagement, it cannot be achieved by a mechanistic approach which tries to extract discretionary effort by manipulating employees’ commitment and emotions.

But is employee engagement something new, or simply old wine (long-standing management approaches) in new (fashionable management-speak) bottles? Is it just the latest management fad? We believe that while it does have clear overlaps with analytical antecedents such as commitment, ‘organizational citizenship behaviour’, job involvement and job satisfaction, there are also crucial differences.

An engaged employee experiences a blend of job satisfaction, organizational commitment, job involvement and feelings of empowerment. It is a concept that is greater than the sum of its parts.

Despite there being some debate about the precise meaning of employee engagement there are three things we know about it: it is measurable; it can be correlated with performance; and it varies from poor to great. Most importantly employers can do a great deal to impact on people’s level of engagement. That is what makes it so important, as a tool for business success. 

Employee Engagement Model

Market Search India Private Limited Engagement Model:-

Employee engagement means “Understanding the Emotional Connect of the employees with the organization along with the satisfaction level is critical to achieve Business Goals”

1) How it is measured?

1. Affinity – Emotional attachment that gives a sense of belonging with the organization which is based on their belief that they will be able to achieve their personal goals in this organization

2. Satisfaction levels which is more transactional attachment with the organization

Combination of the above two factors are essential to ensure that employees are engaged and contribute to organizations success.

What does this analysis provide?

1)  3 Primary dimensions of Analysis –

Engagement Matrix – this will help us in segregating current employees in 3*3 matrix from ‘Fully engaged’ to ‘Disengaged’.

2) Identifying key engagement drivers –               

Parameters which are of high importance and showing lower satisfaction shows the areas of concern for improvement.

3). Scenario building -

This is an advance analysis to help organization make the most from the survey.

  1. Decide on which initiatives to start and which to prioritize in order to improve engagement
  2. Uncover opportunities for synergy effects when multiple changes are made simultaneously.
  3. Understand the effect of chosen initiatives.
  4. Optimize the budget by focusing on the initiatives which has high impact on the engagement drivers

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