Moving the Employee Engagement Needle

Engage Button On Computer Pc Keyboard KeyEngaged workers use three less sick days each year than their disengaged counterparts.  In a workforce the size of the federal government, this difference translates to a loss of nearly 19,000 work years annually. That’s one of the startling statistics Paul Wilson, VP of Federal Solutions at The Ken Blanchard Companies, shared at a recent government executive briefing looking at moving the engagement needle.  Pointing to the results of recent Federal Employee Viewpoint Surveys, Wilson identified that an effective employee engagement framework is critical now more than ever.

Part of that framework involves identifying the work factors and understanding the evaluation process workers use in deciding whether a particular work environment is deserving of effort above and beyond basic job requirements.  It is a state of mind that Wilson describes as employee work passion which goes beyond satisfaction, or even engagement at work.

Wilson was joined at the briefing by Dr. Drea Zigarmi, a founding associate and Director of Research at The Ken Blanchard Companies.  Zigarmi shared details on Blanchard’s research into employee work passion including the 12 environmental factors that—when perceived to be present to a high degree in the work environment—result in employees who intend to

  • Perform at a higher level
  • Put in extra effort as needed
  • Act as good corporate citizens
  • Stay with the organization longer
  • Recommend the organization to others

Zigarmi shared how an assessment of employees’ perceptions allows leaders to focus in on the issues that translate into intentions and behaviors moving in the right direction.

At the operational level, managers can begin to think about the four Job Factors and start to explore the degree to which their direct reports feel their needs are being met in each area. Once identified, managers can look at ways to set up the conditions that are more favorable for each factor.

At a strategic level, senior executives can begin looking at ways to shape the organization’s systems, policies, and procedures to address the four Organizational Factors. The scores on the four Relationship Factors will allow leaders at all levels to understand how to improve the connections between people in the organization. The goal is to create a pull-type organization and a workplace environment that invites people to choose to be their best.

With a solid grounding in the latest behavioral science research, the Blanchard approach offers leaders a way to thoroughly understand what is happening in the work environment and how to improve it. By taking a more in-depth look at employee perceptions, their own leader behaviors, and the subsequent impact on intentions and performance, leaders now have a tool that allows them to move the needle and bring out the best in their people.

To learn more about the Blanchard approach and the 12 work environment factors measured, download a four-page overview, The Employee Work Passion Assessment: Moving Beyond Satisfaction.  You can also check out other free Blanchard resources and white papers at the research section of their website.

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