7 themes for engaged employees
Askemo uses 7 themes to monitor and optimise employee engagement.
The choice of ‘engagement’ is a conscious one. We look beyond ‘satisfaction’, because there is quite a difference between a satisfied employee and an engaged employee, especially in behaviour. So before you read on, we like to make you aware of the difference between the two.
A satisfied employee is happy in his work and working conditions. He is happy with his colleagues and happy with the working conditions. He performs his work without exerting excessive effort. Keywords are: routine, reactive and passive. A happy employee does not inhibit the growth of your organisation, but neither is he the one who actively exerts himself to optimise growth.
An engaged employee wants to (continue to) grow. In addition, he enjoys the process involved, and even draws energy from it. He has clear goals and wants to achieve them within the organisation where he works. Achieved results make him proud and he encourages colleagues to adopt the same mindset. Keywords are: energetic, active, ambitious. An engaged employee is constantly working to optimise the growth of your organisation.
In addition, the role of the employer is equally important. Every employer should inspire all employees. For this reason, the themes mentioned always work both ways.
Employee involvement is an important way of predicting how loyal employees are.
In turn, organisational commitment makes employees feel valued.
Questions that are important to measure employee involvement are:
‘How much do you want to be part of this organisation?‘
‘Do you have faith in this organisation?‘
Questions focused on the role of the employer could be:
‘Does this organisation value its employees?‘
‘Does this organisation pay genuine attention to you as a person?‘
Everyone ultimately wants to be the best version of themselves. (Continuing to) develop yourself is crucial, which you do by having challenges in your work and by meeting those challenges. Personal growth is the way you work on your own skills. As an employee, you yourself have a big role in this by being proactive and taking ownership. As an employer, you facilitate the employee’s growth.
As an employee, ask yourself the following questions, for example:
‘Do you have a good idea of your growth opportunities?‘
‘Have you been able to develop yourself over the past period?‘
As an employer, ask the following:
‘Does this organisation provide enough opportunities for its employees to grow?’
‘Does this organisation support employees in their growth, in word and deed?’
Who is allowed to participate in anything? Who gets to participate? Who decides? And also…, who doesn’t?
Inclusion is about dealing with leadership, power, privilege, conflict, differences and similarities. With the aim of working effectively with differences and empowering each other with an open mind. Diversity is mainly about ‘the mix of differences‘, inclusion is about how we deal with this mix. Diversity is about numbers and percentages. Inclusion is about behaviour, values and rules of the game. If you only pay attention to increasing diversity in a team or organisation, and do nothing to improve inclusion, there is a risk of missing the mark.
Within the organisation, ‘inclusivity’ is about the safety that is present to let a different voice be heard, that safety can be both physical and mental. It is also about the level of acceptance, regardless of one’s background.
How confident are you going through (business) life? Everyone is sometimes insecure due to things like stress, busyness or lack of purpose. This is not a bad thing. By looking at your mental well-being, you will gain insight into your self-image. This can help you feel more confident and get the best out of yourself.
The central question in this theme is how do you assess your mental well-being within the organisation?
How do you and your colleagues make a concerted effort to achieve your goals? Within this theme, we look at how you look at the team you work in, for example, do you share the same goals? It is also important not to confuse cooperation with ‘sociability’. Of course it is nice when it is fun, but in a good cooperation you also dare to tell each other the truth and there is respect for everyone.
Mental and physical fitness positively impacts behaviour and performance, at work and certainly outside. Vitality is wrongly confused with being (only) physically fit. We distinguish 3 components: first, the resilience to overcome any challenge; second, the physical energy to perform a task; and third, the motivation to achieve personal goals.
Fun at work
Happy employees perform better, are sick less often, stay with you longer and are the best ambassadors for any organisation. For this reason, work happiness (or fun at work) is high on the agenda of most employers. The employer, the manager and the employee all have an important role to play in promoting work happiness. We like to derive our definition of work happiness from author Alexander Kjerulf’s definition: “Work happiness is the pleasure you experience through your work”.