Today I wanted to discuss with you all some insight into the engagement world in the UK, as they are now defining engagement in two ways (as if there weren’t enough definitions of engagement already.) The Chartered Institute of Personnel & Development (CIPD) and The Kingston Business School Centre for Research in Employment Skills and Society (CRESS) propose that there are two new types of engagement; transactional, and emotional.
There are still many employees out there who will only work for the monetary reasons, and will pretend to be engaged so long as the promotions and the paycheques keep coming. “Transactional” engagement is a new term used to define employees like the above. They are engaged to a certain degree but aren’t emotionally connected with the organization and will leave for a better opportunity elsewhere.
“Transactional” engagement isn’t just limited to your bottom-line employees who dress like slobs either, it’s across the board and even your top-talent may be engaged by transaction over emotion. It’s not that these employees may not care or want to be emotionally connected with the organization, it’s just they care about feeding their families and paying the bills first.
Naturally, we aren’t the fondest of corporations and it’s hard for us to truly feel aligned with the brands values, goals, and mission, but it’s the employer’s duty to encourage that. Your employee might be emotionally engaged, but just because you make them feel good is that enough for them to pass up on a better “opportunity” elsewhere? After all, that better opportunity allows them to provide more for their family with less work.
On the other hand, there are employees who are “emotionally” engaged. These employees need to feel connected with the organization, and would rather feel good about the work they do over increased pay. These employees may not be your top-talent, but they will live and die for you so it’s very important to keep these employees emotionally satisfied. Emotionally engaged employees like to be connected and they like to build relationships so developing an organizational culture that fosters the above will please your emotionally engaged employees.
So, how can employers ensure that their employees are emotionally engaged yet still please those who are engaged by transaction?
By focusing on building strong and personable relationships with employees and by wanting to truly help them perform at their best!
By following through on the two actions above, then you can engage employees of both styles. Frequent open communication, increased physical and non-physical transparency, and making work meaningful are all ways to improve engagement. The best thing you can do to reach employees with both styles of engagement is by identifying which style each employee is engaged by, and by then ensuring you are truly providing them with the greatest opportunity for employment!
If you believe in and stay loyal to your employees, they will believe in and stay loyal to you!
What do you think? Do you feel like engagement is being redefined to many times, or do you think there is a clear distinction between different types of engagement? Let us know in the comments!
Above post contains excerpts from: http://www.hrmagazine.co.uk/hro/features/1073605/not-definition-employee-engagement
Till The Next Post,