3. EMPLOYEE ENGAGEMENT is the extent to
which employees are motivated to contribute
to organizational success, and are willing to
apply discretionary effort to accomplishing
tasks important to the achievement of
organizational goals.
6. BUILDING YOUR
ENGAGEMENT STRATEGY
1. Look for feedback loops or data that already exists within
your organization
2. Try to start to understand and define your employer value
proposition
3. Look for trends or commonalities across what motivates
your people & begin designing tools to scale this
knowledge throughout your organization
7. Honor your Value Proposition
Create Connections
Seek Alignment & Fit
An Employer Value Proposition represents forms of value that drew a candidate
to the organization as well as forms of value a person would have to give up if he
or she left a job. Forms of value can include: financial rewards based on tenure,
a positive work environment, promotional opportunities, learning and
development opportunities, social connections and community.
Creating Connections represents the extent to which staff are embedded within
community, across teams, and geographies. Organizations with strong
connection capacity experience increased trust, cross-team empathy, innovation
and collaborative problem-solving.
Fit & Alignment represents the extent to which staff see themselves as
compatible / aligned with their job, team, organization, and community.
Employees whose passion/interest are aligned with longer term career and life
objectives deploy more discretionary effort to their work.
9. UNDERSTANDING YOUR
EMPLOYER VALUE PROPOSITION
Employer Value Proposition represents forms of value
that draw a candidate to the organization as well as
forms of value a person would have to give up if he or
she left a job. Forms of value can include: financial
rewards based on tenure, a positive work environment,
promotion or advancement, learning and development
opportunities, as well as social connections and
community.
11. USE ARCHETYPES TO
• Guide strategies for core HR functions: Onboarding,
Learning and Development, Compensation
• Risk map HR decision making and trade offs. Eg. Budget
constraints mean reducing benefits or L&D – which
option creates less engagement risk?
• Design you hiring and selection process to ensure you’re
finding alignment and fit while controlling your value
proposition
