When I think of the word engagement, I think back to my days as a Platoon Leader in the U.S. Army. “Engage” was the command given to the Army Specialist before arming a Stinger Missile System. And, although the Army no longer utilizes this short range missile defense, the word engagement still seems like a suitable term to describe workplace commitment.
From my experience, I believe that employee engagement involves a workplace where workers:
- Feel a close bond to the values, ethics and actions incorporated by the company
- Feel a confident sense of pride when recommending it as a good place to work
- Feel an emotional and personal connection to the organization
- Receive more from working than just wage or salary and are attached somehow to the intrinsic rewards they gain in being with the corporation
The employee who demonstrates comprehensive engagement will:
- Give praise when speaking about the organization to friends, relatives, coworkers and members of the community
- Communicate approval about what the company is doing and why it is doing it
- Volunteer for additional responsibilities
- Seek out occasions to say good things about the company, management or coworkers
- Highlight the positive about the company and what it is doing well
As a Project Manager for Avatel, I experience first-hand how “my” company encourages and develops employee engagement. Avatel provides its service group and sales team with monthly, on-site customer service and sales training and invests in sending employees to off-site training. Our EVP presents everyone with an open invitation to contribute to her blog and hosts quarterly recognition luncheons for employees while allowing for a forum to distinguish our peers. And, if these examples weren’t sufficient to accurately describe how Avatel employees are engaged, simply look at how individuals in the company have taken the initiative by creating videos on YouTube and post “commercials” on their Facebook profiles.
If your organization is suffering from habitual employee tardiness, absenteeism or melancholy, perhaps your employees do not have a quality sense of engagement. By establishing shared organizational visions, companies will excite people to make that vision a reality. This reality can then justly be called employee engagement.
Avatel Guest Blogger – Lonnie Ledford, Avatel Project Manager
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