Senior leadership is top engagement driver
| Pages | 14-15 |
| DOI | https://doi.org/10.1108/14754390580000800 |
| Published date | 01 May 2005 |
| Date | 01 May 2005 |
| Subject Matter | HR & organizational behaviour |
“Which big levers can I focus on at a
corporate level in order to have the
most impact?” Melcrum’s survey found
that almost half (48 percent) of
organizations who administer an
employee engagement survey also
conduct a key driver analysis – a formal
statistical assessment – to determine
which factors in their organization are
having the greatest overall impact on
employee engagement.
The respondents who conduct a key
driver analysis were asked to choose the
top three most important drivers of
engagement that had been identified
in their organization from a list of 15
commonly cited factors. Figure 1, below
shows their responses.
The research points out that
although drivers are not universal and
should be investigated at a granular,
team-specific (and even employee-
specific) level – it should at least give
14 Volume 4 Issue 4 May/June 2005
RESEARCH AND RESULTS
,
A look at current trends and data
,
,
T
here’s no doubt the issue of
employee engagement is rising up
the agenda for businesses across
the globe and a new report from
Melcrum provides a compelling case for
the benefits of well-constructed
employee engagement programs. The
report, Employee Engagement: How to
build a high-performance workforce,
includes findings from a global survey
of over 1,000 communication and HR
practitioners.
A core part of investing in employee
engagement is assessing what actually
influences employees’ behavior and
commitment. The report found that key
driver analysis is a quest most go on
when they first roll out an engagement
program, yet its principal factors are
still often hotly debated. Considering
the complex web of factors that affect
engagement in individual
organizations, the question becomes:
Senior leadership is top engagement driver
Poorly-managed change increases stress
Global pay strategies on the rise
Melcrum’s report, Employee Engagement:
How to build a high-performance
workforce, is priced US$845/UK£495.To
receive a free executive summary,e-mail
daniel.gregory@melcrum.com For more
information visit:
www.melcrum.com/link/ee
MORE INFORMATION
h
the reader an idea of the bigger levers
that need to be pulled.
Leadership leads the way
By far the top result overall, 48 percent
of respondents found that senior
leadership was driving engagement in
their organization (citing it as one of
the top three factors), and 28 percent
had identified it as the single “most
important” driver. The actions of direct
supervisors were also reported as highly
influential with 31 percent claiming it
as one of the three most important
factors.
In total, out of all 15 factors, nearly
half (48 percent) of all HR and
communication professionals cited one of
these two layers of management as the
top “most important” driver of
engagement. It’s a compelling case for
the primacy of influence held by
leadership in driving engagement.
Also commonly reported as top-three
critical engagement drivers by nearly 30
percent of respondents were
employees’ opportunities for career
advancement and their belief in the
company’s direction (i.e., its vision,
values and strategy).
,
Third most important
Second most important
Most important
Formal recognition
Involvement/consultation on
company decisions
Compensation and benefits
Formal internal communication
Training and development
People-centric culture
Belief in company direction
Opportunities for career
advancement
Direct supervisors
Senior leadership
28% 13% 7%
20%
3%
5%
3%
5%
7%
10%
6%
3%
4%
8%
7%
6%
7%
7%
8%
7%
12%
7%
4%
6%
7%
8%
8%
9%
11%
11%
Percentage of respondents
Figure 1. Top 10 drivers of employee engagement (Among companies that conduct a key driver analysis)
© Melcrum Publishing Ltd. 2005 For more information visit www.melcrum.com or e-mail info@melcrum.com
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