You know that an employee is well-invested in your company when he/she executes the tasks correctly and efficiently. This isn’t just about being able to abide by the rules of the company, but rather, going out of one’s way to put a bit more effort into each job order. You may wonder, “How else would I be able to measure the level of interest that an employee has in my company? What are the things that I should do as an employer to keep them motivated in their work?” Well, first of all, this particular method may be better explained by what we call the Hierarchy of Employee Engagement within the Company. By knowing this benchmark, you would be able to know the various whats and how-tos of maintaining your employee’s engagement with his/her job.
1). Highly Engaged
Of course, let us begin with the highest form of an employee’s engagement within the company. This is the easiest situation to handle, as your employee definitely has a high interest in his/her job. They’re happy with where they are right now and have no reason to leave at all. They also have a sense of self-actualization, meaning that they are aware that they can do something more for the company and their fellow workmates. Here are a few dialogues that you may hear from a highly engaged employee:
– “What can I do for others?”
– “I inspire others to do their best.”
– “I love working here.”
– “I’m a high flyer.”
Indeed, these are music to an employer’s ears. Not much has to be done here, other than the fact that you as the employer should continue with what you’re doing right now. Whatever it is, you’re definitely doing a great job of maintaining your employee’s high interest at work.
2). Engaged
Well, what we have to say about this is, that this isn’t bad at all. Your employees are engaged with their job, they are aware of their importance within the company, and they know that they are a vital part of its daily functionality. Some employee dialogues indicating this would be:
– “I’m a vital part of the business.”
– “I feel important at work.”
– “I’m an achiever.”
– “I’m really busy and very likely stressed.”
What makes this different from the first factor, however, is that they are lacking a bit of… happiness. This doesn’t mean that they’re not happy with what they’re doing. No, it’s not that, but rather, they feel that you, the employer, can do better in managing them. Perhaps add a few fringe benefits or perks along the way, something to make them feel that they are well-appreciated for their hard work.
3). Almost Engaged
This is the part where you, as the employer, should re-evaluate your options, when it comes to managing your team better. They lack a sense of belonging within the office. Nothing is stopping them from finding another job, not because they feel that they’re in a bad company, but rather, they need something more, perhaps a higher salary or a better work schedule. Some particular dialogues are:
– “I know I’m part of something bigger.”
– “I’m proud to work here.”
– “I might leave if I’m tempted.”
– “There is no career development here.”
See what we mean? They feel that they’re in a good place, but just not the right one. They may either feel that their growth went stagnant due to their repetitive daily tasks (this is frustrating, especially for creative people), or that they’re not being paid or rewarded well enough in spite of their contributions to the company.
4). Not Engaged
In the earlier days of your career, did you ever feel that you were not sure where you are, in terms of your tenure? Did you ever have the feeling of not being invested enough to stay in the company, that only a slight push would convince you to find another one? This is a perfect example of not being engaged within the company itself. You do not have that needed security within your job, resulting to you either losing it or ending up looking for another one sooner or later. The possible dialogues are:
– “I’m interested in overtime.”
– “I have more sick days than I should.”
– “I don’t like my job much.”
– “I read job ads.”
For any employer, hearing these is very alarming. Though on the other hand, you have no one else to blame but yourself, their employer, who doesn’t manage much when it comes to the health benefits, fringe benefits, and proper scheduling of your employee’s daily routine. You need to improve things immediately, or you may end up losing even your most skilled and persevering personnel.
5). Disengaged
When your employee is working in your company just to survive, you know that they’re definitely not engaged or well-invested at all. How else could we elaborate on this particular concern than with the following dialogues:
– “I’m here for the money.”
– “I am leaving when I can.”
– “I’m a clock watcher.”
– “I’m a jobs-worth.”
You can tell that they really hate being in your company, so much that they have no regard for whether they’ll do the job efficiently or not. What’s lacking here is the passion, the interest, the motivation, and the cheerfulness of waking up in the morning and going to work on time, doing the daily tasks, and actively participating in other office activities. They’re just there due to financial independence and the need to pay the bills, and that’s the lowest form of motivation that any employee can have. We’re not saying that’s wrong, it’s just that such motivation isn’t enough to propel a company further towards higher growth. As the employer, it is your job to set things right and ensure that they are being treated equally, being provided for well (in terms of their benefits and insurances), being compensated fairly, and being treated like an integral part of the company. After all, everyone deserves to belong and achieve a great career, especially if they’ve been working hard for it for a long time.
Overall, an efficiently and appropriately implemented management would result in motivation, thus, playing an integral part in achieving a high level of employee engagement. Re-evaluating challenges within the process and converting them into positive practices and relationships would spark a compelling work engagement among your employees. With that in mind, if you’re looking for a perfect example of a company that values its key players, look no further than Staffhouse International Resources, a 100% Filipino-owned recruitment agency here in the Philippines. We have been recruiting top-level professionals since our inception in 1999, and are now a well-known name, trusted by both workforce candidates and the world’s biggest companies. We also have a Manpower Relations Desk where deployed candidates can communicate with us if ever they’d encounter concerns after deployment. For more information, you may contact us at +632-913 3333 and info@staffhouse.com.
