Employee engagement is the fuel of any organization and a
key driver of success. Emma Bridger beautifully described employee engagement
as “The extent to which people are personally involved in the success of a
business”. There are
many pillars that contribute to enhance employee engagement and Trust is the
Can I trust my manager and the
Am I in a safe environment?
Will my manager and the organization stand for me when
things go wrong, or throw me under the bus?
Will I have enough learning opportunities and will there be
fairness as far as my career growth is concerned?
These are some of the key questions every employee has in
his/her mind and if leaders can sense this early and address the same
proactively, they win employee trust. Supportive and trustworthy leaders
enhance employee engagement. When employees feel safe and protected by the
leadership in the organization, they automatically trust and cooperate rather
go an extra mile to contribute and add value. Having engaged employees benefits
everyone – the organization, its employees, and its customers and thus
increases the chances of success for all
all heard the old adage “People
join companies and leave managers”. Both anecdotal and scientific evidence suggest that it’s true that the
quality of your management team is a key factor in employee engagement and
retention. Interestingly, there’s plenty of evidence that the opposite also holds
true – if employees trust and believe in their manager, they are more likely to
stay long and stay engaged. People will join a company because of its
reputation as a great employer, but once hired, their managers have the biggest
single impact on their daily work environment. Authentic employee engagement
only happens when there is trust in the relationship. Great
management has always been about getting great performance from people.
Contrary to popular belief, employee
engagement is not the same as job satisfaction, nor does it mean job happiness.
or not, individuals can actually be satisfied with their jobs and still be
disengaged. (Consider the employee who coolly
into the office late each day, leaves early, and still collects a hefty paycheck?). All engaged employees are happy,
but not necessary that all happy employees are engaged.
Engaged employees will go the extra mile because they feel a strong emotional
connection to the organization.
Engagement affects every
person inside the organization, and every person inside the organization
affects the bottom line. This idea is best expressed in the Service-Profit
Chain, a model first theorized by a group of Harvard Researchers in 1990s that
establishes links between profitability, customer loyalty, and employee
Employee engagement thus is a great opportunity
to turn employees into brand ambassadors and the
benefits are like geometric progression. Engaged employees contribute beyond defined
scope of work and share good things even outside the organization and thus
become advocates of the brand. Trust is the key pillar that makes it all stick.
Employee engagement is the fuel of any organisation and a
key driver of success and it is all about an employee using their full self
potential in their work – being physically engaged, emotionally engaged, and
mentally engaged – working with a passion and feeling a keen connection to the