Employee Satisfaction is Not the Same as Employee Engagement

Employee Satisfaction measures how happy and content your associates are. 

Employee Engagement drives performance, which is of course critical to a successful organization.

One way to boost this crucial metric is to schedule periodic one on one conversations with each staff member focusing on how their work is personally meaningful. Research has demonstrated that the daily efforts of high performers are what give their work purpose. They are not much interested in parties and perks that are not objective driven.

Individualized learning and development action plans are another way to boost employee engagement. They can be straightforward training in practical skills that enhance technical abilities. Associates feel pride in their boosted productivity, which can sometimes result in promotions and higher pay. All development programs should be placed into a context of why each program is related to the company’s vision, mission, and strategic objectives. Other development programs are designed to enhance Emotionally Intelligent Behaviors. These build an individual’s capacity to sense emotions, facilitate effective communication, and productively collaborate. 

Employee engagement also depends on the bonds between associates and managers; the stronger the bonds, the higher your company’s productivity is likely to be. Research has shown that frequent and specific feedback successfully delivered and received is important to employee engagement. This leadership skill often requires coaching so that the feedback given to staff is accepted without creating defensiveness or denial.

Annual anonymous employee engagement surveys can reveal some areas of leadership that need improvement. Some example statements for staff to respond to are below:

·      I am given adequate and timely feedback about my performance.
·      I can disagree with my manager without fear of getting into trouble. 
·      My manager gives me the freedom to do my job effectively. 
·      My manager emphasizes cooperation and teamwork among members of my workgroup. 
·      My manager acts in a way that is consistent with our companies’ values.  

Boosting employee engagement takes action. Beyond publishing policies, boosting engagement requires investing time in staff members one on one. The hours spent will bring meaningful dividends like preventing unwanted turnover, and providing developmental activities that support the grown of your people, which are your most important assets. ​