Employee Engagement can be defined as “a personal state of authentic involvement, contribution and ownership”. For an organisation, employee engagement means improved performance, increased discretionary work practices, high employee motivation, greater retention of key members of staff etc.
Organisational change engages an employee, or a team, when they actively support the change and promote it to others. Engaged employees may sell the idea of participation in the change just by their enthusiasm of it, and they also take ownership for their personal contribution to the change and its rollout.
Organisational change engages an organisation when this sort of behaviour occurs at many levels. However lack of engagement can all too often easily be identified - a sea of folded arms on the rollout of a new procedure or a carefully constructed manual left unused in the bottom drawer.
At Koru International we believe that to improve employee engagement, finding out the organisational climate in order to identify employee enablers and barriers, and then to provide coaching to informed leaders on how to keep pressure positive, is crucial for a successful outcome.
The ‘ASSET’ audit is a highly effective method of measuring employee engagement including sources of stress in the workplace. It educates the leader in how members of their team are feeling, identifies for the leader what risks there are, and gives the leader an understanding of the impact their own style has on the team. It can provide a clear picture of levels of employee engagement in the workforce by highlighting ‘hot spots’ for targeted interventions to improve performance, wellbeing and employee engagement.