The drivers of employee engagement are given as below:
Connection
Organisations where employees have good personal relation with their colleague are more probable to have higher employee engagement. In order to connect with employees, organisation needs to be loyal and truthful. When an employer pays due concern to employees needs then that becomes a good leader.
Job/Work Role
Workers must be able to establish connection between their work in organisation and organisational objectives. When an employee recognises their role in achieving organisational objective then it not only motivates them but also enhances employee’s engagement. There are so many employees who are unable to identify their role and hence they simply work and On achieving the target they must have the sense of achievement. Therefore, when employee recognises their contribution then they get motivated and become an asset to organisation.
Work Culture and Environment
When an employee recognises the organisational culture then the link between both employer and employee gets stronger. In a supportive and healthy work environment, the employee’s motivation and engagement rises.
Freedom
When work environment encourages employee’s independence and ideas then they become more committed and productive. With an aim to raise employee’s independence, organisation must keep reminding its employees that everything they do is as per their choice. When employees have a choice then this choice acts as strength of employee and as a result it enhances their engagement.
Growth
When employees realises that on way to attain organisational goal, their personal goals are being neglected, then a sense of disconnection raises among them and they start searching new jobs in such organisation where their personal goals will be given due concern. Further, organisation must keep assigning challenging jobs in order to keep growing employees. When an employee possesses such power which can affect the overall result then they can take appropriate decisions regarding their jobs.
Performance Management
Performance management system has a direct impact on employee’s engagement. Further, goal setting acts as a foundation brick of effective performance management system. Unbiased ways to evaluate performance, clearly described goals, proper feedback are some most important components which boosts relation of employer and employee.
