While frequent, specific feedback from managers matters, organizations investing heavily in engagement measurement suggests feedback alone isn't sufficient. Engagement is the extent to which employees commit to something or someone in their organization.
Building commitment requires three key factors: Connection, Contribution, and Trust.
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Managers must clearly articulate company goals and help employees understand how their work connects to organizational strategy.
Managers should set realistic expectations demonstrating job importance to company success.
Employees need confidence that managers will provide direction, necessary resources, and development opportunities.
Managers must create a clear line of sight between how employee efforts lead to performance, ensure access to tools and resources, and provide training and developmental experiences enabling employee success.