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What Are The 12 Elements of Employee Engagement?

By Stephen Jolley
Illustration of a meter with different faces on it, ranging from happy to sad.

What is employee engagement?

For all of our HR friends, employee engagement is a hot topic. It seems to be the answer to retaining talent, employee productivity, and a way to lessen impacts of “The Great Resignation”...and that’s all great! But before you can take advantage of the benefits, why don’t we answer the questions “what is employee engagement and why is it important?”

image with text - are your employees happy at work and satisfied with your company?

Employee engagement is described as an emotional commitment an employee has to an organization, or simply put: are your employees happy at work and satisfied with your company? It’s not even rocket science... when employees are happy and engaged in the work they do, it’s better for everyone. In researching and surveying workers, Gallup identified 12 key elements for employee engagement. These elements can help you identify ways to increase productivity, retention, and break through to the next level of employee engagement!

12 Elements of Employee Engagement

1. I know what is expected of me at work.

Building a sense of belonging at work is fueled by a mutual understanding of expectations. Employees can commit better when they understand what is expected of them! Managers often play frontline in setting expectations so employees can better focus and deliver on what matters most.

2. I have the materials and equipment I need to do my work right.

Equipping employees with the right tells your team that their work matters. It also really impacts efficiency. According to Gallup, only 1 in 3 strongly agrees they have the material they need to do their work right. Small fix for a big pay off!

3. At work, I have the opportunity to do what I do best every day.

Managers that allow and encourage an employee to do what they do best could be considered your company’s secret weapon. By getting to know your employees personally and knowing where their talents play best, companies see positive impacts to profitability and retention!

4. In the last seven days, I have received recognition or praise for doing good work.

#ThanksMatters! We all want to be recognized and feel appreciated for the work we do. Genuine recognition motivates employees and creates a sense of accomplishment. Gallup results show that only 25% of employees are recognized consistently...that sent shivers down our spines. Increasing recognition reduces absenteeism, turnover, and drastically improves workplace happiness!

5. My supervisor, or someone at work, seems to care about me as a person.

image with text - The most successful managers know their employees as individuals, give recognition, and—most importantly—show respect.

No one wants to feel like they are just a number. Employees need to feel valued. When employees feel equipped and supported to balance their personal and work lives, they are more likely to advocate for their employer. The most successful managers know their employees as individuals, give recognition, and—most importantly—show respect.

6. There is someone at work who encourages my development.

Navigating a career can be a challenge and employees want to know someone is looking out for them! If your former employees have cited “lack of growth and development” as a top reason for moving on, you’re not alone. Gallup data shows it as the number one reason employees leave a job. (yikes!)

7. At work, my opinions seem to count.

Are you listening to your employees? Providing input that actually gets heard is a top way for employees to feel valued. Gone are the days of the know-it-all manager; leaders that seek out input and then act on it make more informed decisions and generate pretty positive business results!

8. The mission or purpose of my company makes me feel my job is important.

image with text - Where you work wouldn’t matter if a job were just a job.

Where you work wouldn’t matter if a job were just a job. This engagement metric aims at the emotional need employees have to do something impactful! Employees want to believe in the company’s mission and feel that their job is important. At Motivosity our mission is to “Make people happier at work.”

9. My associates or fellow employees are committed to doing quality work.

The ability for managers to hold team members accountable helps create trust and standards for excellence! Good managers socialize and recognize exceptional work, helping to create clear standards.

10. I have a best friend at work.

People naturally want to build meaningful relationships...but that doesn’t mean forcing work friendships! Studies show that top performing teams tend to have a common trend of creating strong, and meaningful relationships. Great managers actively look for opportunities to get together and encourage team members to get to know each other.

11. In the last six months, someone at work has talked to me about my progress.

Employees need to know where they stand and where they’re headed. This doesn’t necessarily mean formal reviews or 360 evaluations. Great managers have both formal and informal check-ins. Primarily, employees need to be coached by helping employees see how they’re performance is perceived and where they should be heading!

12. This last year, I have had opportunities to learn and grow.

The desire and need to learn and grow is a natural instinct. Companies grow and stay in business when employees learn and grow within! Managers should help set short-term and long-term goals and guide their employees as they take on new challenges.

Motivosity’s full suite offering helps HR leaders and managers implement engagement programs that drive real results. Check how listen can help your organization gather real time date and insights on your company engagement using eNPS and pulse surveys.

Sources:

  • https://www.gallup.com/workplace/356045/q12-question-summary.aspx