Defining Employee Engagement in terms of Key Outcomes

The Occupational Psychology Group have created an employee engagement model that can be applied during Organisational Change programmes. We believe that it is important to focus on the positive outcomes of being engaged. This will ensure that the concept of employee engagement has an impact on organisational and individual performance. People who are engaged are likely to report:

	A willingness to go the extra mile
	Motivation to perform in their role
	Commitment to the organisation’s goals
	Intention to remain with the organisation
	Enjoyment of their job
	Willingness to take responsibility for their work

Meanwhile, an ISR study published in August 2005 showed that companies with low levels of employee engagement saw net profit fall by 1.38 per cent and operating margin fall by 2.01 per cent over a 36-month period. In companies with above average levels of employee engagement profits rose by 2.06 per cent and operating margin rose by 3.74 per cent over 36-months.

Identifying the Drivers of Engagement

This model shows how effective leadership along with both individual and organisational drivers combine to increase employee engagement.

The relative importance of each of the drivers is likely to be unique to each organisation and can be identified by effective analysis of employee survey data. This information can then be used to develop focused actions that address the most important areas in need of improvement.

If you would like more information about identifying and understanding the main drivers of employee engagement within your own organisation please contact us.