Employee engagement is about the emotional investment an employee makes in the organisation.
The higher the degree of engagement the happier and more satisfied they are, which results in increases in discretionary effort to help the company succeed.
Simon Sinek, the author of “Start With Why,” describes employee engagement very simply “When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.”
Not only will engaged employees perform better but will also tend to have fewer sick days and want to stay and progress within the organisation.
Traditional employee engagement surveys only measure group engagement issues, ignore the individual data that is crucial to engagement, and assumes only their managers are responsible for engagement.
This approach fails to achieve the potential to drive engagement because it ignores individual needs and assumes that engagement is achieved only as a result of good management practices.
The Harrison engagement approach measures individual engagement as well as group engagement and is based on the assumption that engagement is a shared responsibility between the employee and the organisation.