Looking At Employee Engagement Differently
Posted on October 14, 2012 by TNS Consulting Team (via Scott Spayd)
It is easy for us all to look at a concept and think of it in terms of what we have always defined it as. For example, when we think of job satisfaction what typically comes to mind is how happy or unhappy an employee is. While this is correct, there is much more to job satisfaction than just level of happiness. The same is true for employee engagement.
Think for a moment about work on basic terms. What time do you normally get to work? While our answers will all vary it is important to think about what gets us to work besides our transportation. I have family members that do not have to be at work until 9am, but still choose to arrive at 7:30. You may ask why anyone would want to get to work an hour and half early, but let’s think about this.
While the reason for getting to work early can spur from many different reasons including being a morning person, having a large workload, or simply wanting to beat traffic, there may be a significant indicator of an engaged employee. The same can be said for employees choosing to work late hours.
We often don’t stop and think about why an employee may be working overtime. However, it can help us understand employees and what is motivating them to work longer hours. A truly engaged employee will work overtime not because it was asked of them, but because they are motivated to do their work correctly despite the extra hours that may be required. Think of it in terms of a craft project. I may have been told I have from 8am-5pm to complete a craft, but if I really want my craft to reflect greatly on myself, I may spend 7am-7pm making the craft the best it can be.
What are other motivators for employees to work overtime?