Champions or Saboteurs

Using Festo’s 3-D Model of Engagement you can accurately identify and group employees into 8 specific character ‘types’.

The importance of this grouping means that different management; engagement and communication strategies can be put into place. This assists leaders and managers to
effectively communicate the vision, what they expect from employees and give clear
guidance on how to translate the objectives into action – for themselves and for each
individual.

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Personal satisfaction
The first dimension is the‘personal satisfaction’ of the employee. An engaged employee will be personally satisfied in his or her current role, will like their job and be happy to take on more responsibilities.

Needs alignment
The second is whether there is a ‘needs alignment’ between the employee and the organisation. We often focus on whether the employee is aligned to the organisation, but it
is imperative that the organisation also understands and meets the need of the individual.

Drive
There is however another dimension and that is the dimension of ‘drive’. This is the personal drive and energy of employees. A disengaged person with low drive will be less of a disruptive influence than one who is highly driven, proactive and keen to convert others to his or her own set of beliefs and opinions.

Manage to Engage…
The role of managers in employee engagement


Infographic
Download this free Infographic


White Paper
We have produced an extensive  White Paper, on this topic which takes a look at some of the recent published studies in the area. It considers
what Employee Engagement is, the business impact, and what actions companies and managers can take to increase levels of engagement in their organisations.

Request copy

 

Enquiries & Booking
To discuss any aspect of employee engagement with a Consultant:
01604 667068