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Involvement in decision-making
The ability to voice ideas, and be listened to
Opportunities for growth
The feeling that the organization is concerned for their employees wellbeing
The employees manager has a primary role in each of these areas, as does
the leadership and HR team of the company. Author Paul Marciano posits
that improving engagement means that company leaders need to promote a
culture of RESPECT in the workplace, where RESPECT is his acronym for the
five key elements: Recognition, Empowerment, Supportive Feedback,
Partnering, Expectations Consideration and Trust.4 While other researchers
use different terms, these are common themes. For example, Gallup argues
that to improve engagement, hire, promote, or train managers who genuinely
care for their people, invest in talent, and creatively motivate employees
towards clear metrics.5
Because engagement is driven in part by the nature of the work itself, some
roles appear to be inherently more engaging than others. Managers are
generally more engaged than non-managers, for example. That may be
because managers can clearly see their purpose within the organization and
usually have more autonomy than other employees. There are also
significant differences occur across industries. An astounding 28% of
transportation workers and 26% of manufacturing workers considered
actively disengaged (spreading dissent), but only 9% of physicians.9