There are many ways to keep workers engaged and the approaches can vary from one company to another.
Aon Hewitt, in its 2013 Trends in Global Employee Engagement report, identifies the different elements that help drive employee engagement. The list includes job security, work/life balance, communication, senior leadership, talent and staffing, career opportunities, pay, benefits and recognition, among others.
The level of engagement depends on how the employee talks about the company to other people, whether there is a strong desire to stay within the organisation and if the employee feels driven to give their best.
Engagement, according to Aon Hewitt is defined through three attributes, which include the extent to which employees speak positively about the company to their colleagues, potential employees and customers. It is important that employees “have an intense sense of belonging and desire to be a part of the organisation” and are “motivated and exert effort toward success in their job and for the company.”
“Employees need all three of these elements to be fully engaged. For example, it is difficult to say employees are fully engaged if they strive to go above and beyond, but do not really wish to stay with the organisation — or worse, if employees want to stay with an organisation, but make no effort to go above and beyond,” Aon Hewitt said in its report.