Employee Engagement

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 less 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 organization.

Measuring 8 Engagement factors Harrison measure engagement at individual, team and organisational levels.

  • Development
  • Remuneration
  • Authority
  • Social
  • Appreciation
  • Communications
  • Personal
  • Work Life Balance

Employee engagement is a personal matter for each individual. To significantly increase employee engagement you need to understand the passions, motivations, and expectations of the individual. Our Individual Employee Engagement Assessment maps the individual employee’s passions, motivations, expectations and the degree to which their expectations are perceived to be already being fulfilled.

Understanding Expectations and Fulfilment

Our Individual Employee Engagement Assessment identifies and ranks important employee expectations and the degree to which the employee believes they are being fulfilled. The critical employee engagement factors are the expectations which the individual employee believes are important but that are unfulfilled. If this gap is large, there is a serious risk of disengagement and/or employee turnover.

Track Engagement Levels

Track employee engagement levels over time to determine improvement for individual employees, teams, or the entire organization. The Harrison Employee Engagement Pulse Check can be completed in less than 5 minutes and provides an excellent means to achieve continuous improvement as well as maximize management’s engagement ability.

Employee Engagement Survey

Find out what really matters to your talent. Discover their expectations and whether or not their highest expectations are currently being met. Our employee engagement survey is integrated into the SmartQuestionnaire and provides actionable data for engagement. You can now create organizational engagement strategies based on which expectations are strongest and the degree to which the strong expectations are currently fulfilled.

Harrison Engagement Brochure

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