Creating Thriving Work Cultures
This is based on the assumption the responsibility of motivating employees rests wholly with leaders, managers and HR teams. This limited, one-sided view on engagement leads to a passive, top down approach to engagement.
Ground-breaking research by The Talent Enterprise establishes that approx. 35 to 40% of variance in engagement is impacted by the personal motivation, mindset and strengths of individuals themselves, which are independent of the organisational engagement ‘drivers’.
Hence, futuristic engagement measures need to focus both on the employee (i.e. individual) and employer (i.e. organisational) side of engagement.
Employee engagement is a complex construct, and a number of organisational factors and individual attributes can impact engagement. From an organisational ‘driver’ perspective, our research clearly shows that aspects such as leadership and managerial support, career growth, pride & meaning are the key factors impacting engagement.
Conduct one to one meetings (structured interviews) with senior leaders in the organisation
Conduct immersive focus group sessions with a cross-section of employees to explore key priorities, opportunities and challenges related to engagement and culture
Design and launch a the engagement survey on the Lighthouse platform
Provide end to end communication support and monitor completion to drive maximum participation
Analyse insights and results from the survey at an overall level, by key demographics as well as by departments / functions
Facilitate a series of workshops with the HR team and key stakeholders to explore survey insights and recommendations and focus on actions
Agree a detailed action plan with clear success criteria and on-going monitoring to measure impact
Conduct quarterly pulse surveys to assess progress and get on-going feedback
Conduct full surveys on an annual basis
Subscribe our newsletter and never miss our updates, latest news, etc