“I don’t get paid enough to do this.” I have heard it, thought it and even lived it.  What happens when someone wakes up one morning and comes to the conclusion that they are not happy with their job?  Why does a person finally decide they have had enough of their job?  In almost all instances, it is because the employee is no longer engaged.

Engaged…  ??  Leadership is about fostering engagement.  The Conference Board defines engagement as “a heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work”.

Patricia Soldati summarizes some great points on engagement.  Her findings from the Conference Board study summarize 8 key drivers of employee engagement:

  • Trust and integrity – how well managers communicate and ‘walk the talk’.
  • Nature of the job –Is it mentally stimulating day-to-day?
  • Line of sight between employee performance and company performance – Does the employee understand how their work contributes to the company’s performance?
  • Career Growth opportunities –Are there future opportunities for growth?
  • Pride about the company – How much self-esteem does the employee feel by being associated with their company?
  • Coworkers/team members – significantly influence one’s level of engagement
  • Employee development – Is the company making an effort to develop the employee’s skills?
  • Relationship with one’s manager – Does the employee value his or her relationship with his or her manager?

Each of the drivers listed above should be studied in depth by managers and leaders.

I Hate My Boss!

I Got Your "Working Late" Right Here!

Why do your employees hate you and their job? Most likely you are not setting goals and giving your team an opportunity to achieve in areas where they excel. I will be looking at all of these drivers over the next few weeks beginning with line of sight between employee goals and company goals.

Do you have a culture of engagement in your company?  How does a positive culture provide engagement?  Do you have examples of positive motivators in your firm?