#Motivating a work group back in focus how to

In being a ‘broad church’, engagement is an umbrella term to describe a multifaceted focus of people management. Some HR practitioners seem content with this situation. However, it’s also faced considerable criticism, not least because of the lack of agreement on what it is. It’s become part of management practice to an extent that other concepts, such as high-performance working, have not. Is employee engagement a useful concept?Ī sustained focus on employee engagement over the last decade or so has been key in getting progressive people management practices firmly onto employers’ agendas.

#Motivating a work group back in focus how to

It examines in more detail what employee engagement is, how to measure it, its outcomes and drivers. Read more in our latest research Employee engagement: an evidence review which draws on the best available evidence to answer practical questions to help people professionals understand employee engagement. While this approach is narrow, it aligns with the best research on engagement, so is likely to lead to effective decision making. Absorption (concentration and being engrossed in one’s work).Dedication (for example, enthusiasm, inspiration and pride).Vigour (energy, resilience and effort).These measures may cause confusion as it becomes difficult to distinguish engagement from the other concepts.Ī narrower, more specific view that we recommend is that of the Utrecht University group of occupational psychologists which defines ‘work engagement’ as a state of mind in which, rather than being burnt out, employees show: For example, Gallup’s Q12 questionnaire covers job clarity, job resources, work that plays to one’s strengths, recognition, social support and cohesion, personal development, employee voice, meaningfulness of work, and colleagues’ motivation. These relate to a number of aspects of organisational life and are typically used by consultancies. However, some definitions are closer to job satisfaction. It should be seen as different from job quality, employee behaviour or management action.

One thing that’s clear in academic literature is that employee engagement is seen as a psychological state experienced by employees. This describes an internal state of being but one which relates closely to behaviour, such as discretionary effort or ‘going the extra mile’. For example, the 2009 MacLeod Review found over 50 definitions! One of the earliest is Kahn's which focuses on how people ‘express themselves physically, cognitively, and emotionally’ as they interact with their jobs.

There’s no common understanding of employee engagement.