As we all know, engagement is not some fluffy term thought up by HR gurus but in fact a real tough, measurable way of increasing the productivity and profitability of a company. Some interesting findings and again just reinforcing the huge importance of effective line managers working within a best practice performance management framework.
- The most important factor: engagement – with the job: variety, autonomy and meaningfulness, all of these can and should be directly affected by a creative line manager
- Next, engagement with line manager and colleagues – high: ability to voice concerns and working with good colleagues; managers need to step out of personal task focus and remember that being available for individuals and teams and getting their results done through others is a more effective way forward
- Thirdly: Engagement with the organisation this was a moderate factor, being well treated and company reputation were positives, but for some money was seen as important. does this meant that performance related pay is engaging?
Not sure that this study shows us anything new but it certainly does reinforce the critical importance for companies who want to get ahead in this down turn to get managers engaging their people
Consortium...http://www.cipd.co.uk/binaries/Locus%20of%20Engagement.pdf
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