People Insights Model: Engagement

Overview

Consistent with the literature and common practice on measuring employee engagement, Perceptyx defines employee engagement as the level of commitment, enthusiasm, and involvement that an employee has toward their work and their employer. Engaged employees are more motivated, productive, satisfied with their jobs, and are less likely to leave the organization.

Perceptyx Research and Insights

• Employee Engagement vs Employee Experience: What’s the Difference? (Oct 2024): 

  • While employee engagement and employee experience are closely related concepts, they are distinct and serve different purposes in understanding and improving workplace dynamics. Employee engagement is one important outcome of a great employee experience. It focuses on the emotional and psychological connection employees have with their work and organization.

• Recent research by our Center for Workforce Transformation found that fully engaged employees are 3x more likely than their disengaged peers to report that they are more productive today than in the same period last year. Ultimately, a positive employee experience is a key driver of a healthy company culture, improved well-being, and better business performance.

• Listening for Pride: Driving Employee Engagement in the Workplace (Aug 2024): 

  • Organizational pride goes beyond job satisfaction. It's a deep-seated belief in a company's values, mission, and impact. Proud employees don't just clock in and out; they're emotionally invested in their company's success.

• Benefits of a proud workforce include higher retention rates, increased productivity, better customer service, enhanced recruitment, and boosts to innovation, to name only a few. Studies have also found organizational pride to be positively associated with job performance and organizational citizenship behaviors. 

Key Action Planning Considerations

When managers take action on employee feedback regarding retention and advocacy, they need to address factors that impact the overall work experience and loyalty of their teams. Effective retention and advocacy efforts require a comprehensive approach to ensure employees feel valued, engaged, and motivated to represent the organization positively. Here are some key considerations:

• Understand Root Causes of Turnover: Managers should go beyond surface-level feedback and dig deeper into the underlying reasons employees might consider leaving. This includes exploring aspects like workload, management styles, career growth opportunities, and work-life balance. By addressing these root causes, managers can take proactive steps to reduce turnover.

• Identify Career Growth & Development Opportunities: Lack of career progression is a major reason for employee turnover. Managers should prioritize creating clear career pathways and offering learning opportunities. Promoting career development, training programs, and role expansion not only improves retention but also enhances employee engagement, as employees see a future for themselves within the organization.

• Foster a Positive Organizational Culture: Actively cultivate a supportive, inclusive, and respectful environment where employees feel valued and engaged. Addressing workplace challenges, such as communication barriers or lack of collaboration, is essential to creating an environment where employees want to stay and thrive.

• Empower Employee Voice: Employees are more likely to stay when they feel heard and have a say in decision-making processes. Managers should empower employees by soliciting their input, involving them in relevant projects, and considering their ideas for organizational improvements. This sense of agency can increase both retention and advocacy, as employees feel they play an active role in shaping the organization.