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When it comes to employee involvement in an organization, it refers to the relationship between the employees and the emotional connection to the organization, which manifests itself in the fact that the employee cares about the organization and strives to achieve it. Also, in this case, the employee is also happy to recommend the company to others. In other words, the engagement survey measures and determines the number of such employees in various parts of the organization, according to a press release.
According to Almantas Jakštaitė-Vinkuvienė, partner at OVC Consulting, head of engagement solutions with 20 years of experience in consulting and training organizations, around 35-45% can be accepted in a typical organization. employees really involved.
“It is notable that there is a significant difference between the participation of managers and non-managerial employees. While the participation of senior executives averages around 67%, that of non-executives averages 38%. This shows that the experiences of managers and non-managers related to the company and the vision of the general image of the company are very different, ”says A. Jakštaitė-Vinkuvienė. The companies that obtained the strongest indicators in this year’s employee engagement survey were will be revealed on October 2. for the first time at the Future Organization Awards.
Don’t trust employers
People come to work in organizations driven by vastly different motives, expectations, goals, and perceptions of how much the organization needs to contribute to their overall well-being. From this, certain employee experiences are formed, which determine how many people become involved in your organization.
According to A. Jakštaitė-Vinkuvienė, five areas of employee experience are the most important to ensure participation in the organization and to form an inclusive organizational culture: “The more positively employees experience these areas, the more employee participation” returns “to the organization”.
These areas include organizational trust, mobilizing leadership, meaningful work, empowerment of the work environment, and recognition and growth.
A. Jakštaitė-Vinkuvienė
© Personal album
“Survey data reveals that more than two-thirds of employees, including managers, believe that there is a strong concentration of leadership and meaningful work in their organization. In other areas, however, the experience is less positive. Relatively weaker are the two areas: trust in the organization and opportunities for recognition and growth. These aspects are evaluated positively by less than half of the evaluators in organizations, on average only 42%. employees, ”says A. Jakštaitė-Vinkuvienė.
Worry not only in an emergency
Research on employee engagement is typically done by those companies that truly care about their employees’ relationship to the workplace; they, according to the interviewee, have a fairly solid managerial maturity.
“In this case, the sector or area, the size of the company and its level are completely irrelevant. Research can be started in almost any organization, it can be divided into appropriate groups, for example: seniority in service, department or the like. During the investigation, employees answer the questionnaires; this takes a maximum of 15 minutes from each employee, but after systematizing the responses, it is really possible to see a clear image of the organization ”, the manager is convinced.
Not only that, a survey is not necessary only if the organization has faced challenges or noticed that employee engagement has suddenly started to fail. Just as people sometimes turn to psychologists to improve their current condition, it is also helpful for an organization to see if there is room for improvement.
“I would highlight that the measurement of involvement is not a psychological intervention in the organization, but the study of said profile is closely related to the measurement of the health of the organization. After all, positive employee engagement means greater well-being, commitment to the organization and more productive work outcomes, ”says A. Jakštaitė-Vinkuvienė.
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