{"id":11751,"date":"2019-06-27T21:30:18","date_gmt":"2019-06-27T16:00:18","guid":{"rendered":"https:\/\/grosum.com\/blog\/?p=11751"},"modified":"2019-09-24T13:00:11","modified_gmt":"2019-09-24T07:30:11","slug":"drivers-employee-engagement","status":"publish","type":"post","link":"https:\/\/grosum.com\/blog\/drivers-employee-engagement\/","title":{"rendered":"35 HR Experts Reveal the Drivers of Employee Engagement"},"content":{"rendered":"

Employee engagement is not only the happiness and the satisfaction of the employees but also an emotional investment<\/a> of them in the company. It is a workplace where employees are committed to the enterprise.<\/span><\/p>\n

In today\u2019s fast-moving world, some or the other, employees are finding difficulties to cope up with the enterprise. Many enterprises also make sure that the employees are given more and more facilities to be able to work in a pleasant environment.<\/span><\/p>\n

Employee engagement also understands the endeavor and also demonstrate the qualitative and quantitative essence of the connection between the enterprise and its employees. See<\/a> what experts have to say about their employee engagement strategies.<\/span><\/p>\n

So, to understand it in a better way, we\u00a0asked 35 industry experts across the globe about the drivers of employee engagement in 2019. These experts include a range of CEOs, CXOs, CHROs, HR consultants, speakers, and authors.<\/span><\/p>\n

Here is a list of employee engagement\u00a0drivers from the horse\u2019s mouth themselves:<\/strong><\/p>\n

1. John Baldoni, President, Baldoni Consulting LLC<\/b><\/h2>\n

\"JOHNJohn Baldoni<\/a>, an internationally recognized leadership expert who was ranked No.26 in\u00a0Global Gurus\u00a0list of the global leadership experts in 2018, a list John been on since 2007. According to his statement, the driver of employee engagement is to get involved with all the employees, knowing from the employees that are they willing to do the work rather than forcing them to do.<\/span><\/p>\n

\"DRIVERS<\/p>\n

2.\u00a0David Ducheyne, President, hrpro.be<\/h2>\n

\"DavidDavid Ducheyne<\/a>, an inspiring keynote speaker, with 25 years of experience in strategic HR and business. Apart from his consultancy work, he\u00a0also has international experience with Henkel, Alcatel, Case New Holland, Securex, and Ghent University. When asked about the drivers of employee engagement he said that the leaders need to create a context in which engagement is possible. The first output of leadership should be trust and then meaningfulness. Meaningfulness creates direction, trust creates safety. Leaders, create the best conditions for people to be motivated and engaged.<\/span><\/p>\n

In a brief he said,<\/span><\/p>\n

\u201cIt’s about leadership, culture and people strategies\u201d.<\/i><\/b><\/p><\/blockquote>\n

\"David<\/p>\n

3.\u00a0Bob Kelleher, President, and Founder, The Employee Engagement Group<\/b><\/h2>\n

\"BobBob Kelleher<\/a>, a frequent guest writer and a contributing editor on many national publications and can be seen or heard on national media like CNBC, NBC News, Forbes, Fortune, etc. He is also a best selling author, a keynote speaker all over the globe.<\/span><\/p>\n

He is the President and Founder of The Employee Engagement Group which is a consulting firm working with leadership teams to enhance their leadership and employee engagement effectiveness.<\/span><\/p>\n

When asked about the drivers of employee engagement, he explained in this way,<\/span><\/p>\n

\u00a0\u201cI just gave a keynote presentation called, Empathy is the New Black. Studies show that a lack of Trust is the #1 driver of disengagement, and the number one ways leaders demonstrate trust is to show empathy and care for their employees\u201d.<\/i><\/b><\/p><\/blockquote>\n

\"Bob<\/p>\n

4.\u00a0Dr.Robin Kiera, Founder,\u00a0<\/b>Digitalscouting<\/h2>\n

\"Robin-Kiera\"Being the founder of Digitalscouting, he explains that, if there is a leader who is setting an example of motivation, dedication, and engagement, providing a vision and a goal to achieve and a roadmap how to achieve the goal of the enterprise, most will follow and exceed expectations.<\/span><\/p>\n

Here\u2019s what Dr.Robin<\/a> says,<\/span><\/p>\n

\u201c Every person is different. I had colleagues with almost no formal education or no experience contributing crucially to results that board members defined as a miracle. The engagement of employees is one of the keys to the success of a company\u201d.<\/i><\/b><\/p><\/blockquote>\n

\"Dr.Robin<\/p>\n

5.\u00a0Jill Christensen, Employee Engagement Expert, Jill Christensen International<\/b><\/h2>\n

\"JillAccording to the expert, who was named a top 100 Global Employee Engagement Influencer in 2017, Jill<\/a> explains the employees’ basic human needs and also focuses on four key areas while developing a strategic plan,<\/span><\/p>\n

 <\/p>\n

1.\u00a0<\/span>Get the Right Person in Every Chair<\/span><\/a><\/p>\n

2. Create a Line of Sight (Goal Alignment)<\/span><\/p>\n

3. Build a Two-Way Communication Culture<\/span><\/p>\n

4. Recognize People.<\/span><\/p>\n

She explicates,<\/p>\n

\u201c <\/i><\/b>From my experience, the strategy to re-engage employees is not difficult nor is it rocket science \u2013 it\u2019s basic.\u201d<\/i><\/b><\/p><\/blockquote>\n

\"Jill<\/p>\n

6.\u00a0Henry Stewart, Founder, and Chief Happiness Officer, Happy Ltd<\/b><\/h2>\n

\"HenryBeing Chief Happiness Officer of London-based learning business, Henry<\/a>\u00a0illustrates that an enterprise needs people who know they make a difference and know they are able to act, to help a colleague or support a customer \u2013 without waiting for an approval form the enterprise. He further explains that \u201cIf you want your organization to respond quickly and flexibly, you need a few restrictive policies and procedures and as much trust as possible\u201d.<\/span><\/p>\n

\"Henry<\/p>\n

7.\u00a0Aaron Tucker, Managing Director, motivationWorks<\/h2>\n

\"AaronMr.Aaron Tucker<\/a>, Managing Director of motivationWorks, who is also a recognized expert in leadership and employee experience, highlights the three main drivers or core precepts of Employees Engagement as<\/span> \u2018autonomy<\/strong>, relatedness<\/strong>, and mastery<\/strong>\u2019.<\/span><\/i><\/p>\n

He further explains those three drivers as;<\/span><\/p>\n

\u00a0Autonomy<\/strong><\/span><\/i> \u2013 It is the need we all innately have to feel that we are the author of our lives. That we endorse the path we are on as we move through our day, tackling tasks and striving towards goals that we believe in.<\/span><\/p>\n

Relatedness<\/i><\/strong> \u2013It is our need to build relationships in which we care for others, and are cared for in return.<\/span><\/p>\n

\u00a0Mastery <\/strong><\/span><\/i>\u2013 It is the need to feel successful in what we are doing day to day and moment to moment in the tasks we tackle.<\/span><\/p>\n

\"Aaron<\/p>\n

8.\u00a0Darryl Dioso, Founder and Managing Partner, Resource Management Solutions Group<\/h2>\n

\"DarrylHaving specialization in Sales, Marketing, I.T., and Supply Chain roles, Darryl<\/a> believes that <\/span>Training and Development<\/strong>, employee surveys<\/strong>, appreciation events<\/strong>, customer feedback<\/strong><\/span><\/i> has to be done in order to know about the drivers of employees engagement. He himself is very passionate about sales, business, technology, sports, travel and most of all he is more connected to his family.<\/span><\/p>\n

\"Darryl<\/p>\n

9.\u00a0Janine N.Truitt, Chief Innovations Officer, Talent Think Innovations, LLC<\/b><\/h2>\n

\"JanineA globally-known figure, a dynamic speaker, and a well-known entrepreneur, Janine N.Truitt<\/a>, who is also the founder and Chief Blogger at \u2019The Aristocracy of HR<\/a>\u2019, tells us that the average tenure for employees these days is 3-5 years in an organization. This shift means organizations have to focus on coaxing\u00a0the best from their employees. Janine as a Chief Innovations Officer finds that there is a huge probability of jumbling up the professional and personal life of an employee.<\/span><\/p>\n

When asked about the Employees Engagement, She demonstrated in this way;<\/span><\/p>\n

\u201cCompanies who want to succeed at employee engagement will study and understand where work and life intersect for their employees while also trying to ease pain points\/barriers that could prevent employees from fully showing up at work\u201d.<\/i><\/b><\/p><\/blockquote>\n

\"Janine<\/p>\n

10.\u00a0Guy Ellis, Director, Courageous Workplaces Limited<\/b><\/h2>\n

\"GuyAfter graduating from New Zealand, Mr.Guy Ellis<\/a> moved to the United Kingdom where he worked in HR for a number of global blue-chip organizations. Being the Director of Courageous Workplaces Limited, he describes that effective drivers can significantly vary between the organizations, industries, countries, etc.<\/span><\/p>\n

When we asked him about the Employees Engagement, He said;<\/span><\/p>\n

\u201c However, my first point of call for most organizations would be line managers \u2013 they have a disproportionate impact on employee productivity and giving them the basic skills to manage employees is never money wasted\u201d.<\/i><\/b><\/p><\/blockquote>\n

\"Guy<\/p>\n

11. Perry Timms, Founder and Chief Energy Officer, PTHR, People & Transformational HR Ltd.<\/h2>\n

\"PerryThe global leader and famous TEDx speaker, when asked about the drivers of employees engagement, said that \u201c In pursuit of a competitive edge, this area has delivered data that helped to build a case for the best possible experience in purchasing and consuming our goods and services<\/strong><\/em>\u201d.<\/p>\n

He further continues by saying that “The advent of employee experience has given\u00a0us a frame of reference to think more about the way people feel about their work beyond the exchange of labor and creativity for money<\/strong>.”<\/p>\n

\"Perry<\/p>\n

12.\u00a0Dave Millner, Founder and Consulting Partner, HR CURATOR LTD<\/b><\/h2>\n

\"DaveDave Millner<\/a>, widely known as the HR Curator has a different way to see the drivers of employees engagement. After effective research on this topic, he came to the conclusion that there any many key sets of elements across different cultures and different levels of employees. Those key elements are as follows;<\/span><\/p>\n