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In recent years, the word "engagement" has attracted a lot of attention in the hr organization area.
What does engagement mean and what does engagement mean in the first place?
1. What is engagement?
(1) Definition of engagement
Engagement is a concept that represents the relationship between employees and organizations that proactively contribute to each other's growth. It is an image of "both feelings" when it is a man-woman relation.
Employee engagement can be measured, and it has been statistically proven that high companies tend to be "more productive and have lower turnover" and lower companies tend to do the opposite.
Since employee satisfaction is "given by the company" and motivation is a "temporary motivation", neither of which necessarily leads to productivity, engagement can be one of these two top concepts.
(2) Components of engagement
There are different definitions, but our ante sees engagement in four areas and eight areas of two sides.
●Four areas: A.Vision and Strategy B.System and Structure C.Business D.Human Relations
● Two aspects: hardware (what the company should maintain), software (things that teams and individuals can improve)
All eight areas need to be in place to increase engagement.
Please use this simple check sheet to grasp your company's issues.
2. Understand your company's engagement
(1) The need and benefits of understanding engagement
When you try to go on a diet, if you want to "improve the organization" or "increase engagement", the first step is "grasping the current situation = "visible"".
Here are the benefits of understanding and what tends to happen when you proceed without being visible.
(2) How to understand engagement
Many engagement measurement tools (surveys) are emerging today. Wevox, Motivation Cloud, Geppo, etc. are some of the largest deployment companies, and we also provide unique surveys that analyze from the perspectives of the above 8 areas. Each question, issue extraction, support depth, and cost are different, so choose the one that suits your company.
"Which survey is good for our company?" I often receive consultations about "I introduced it, but I can't use it well", but I feel that it is important to clarify what kind of organization we aim for and what we want to solve.
3. What can I do to improve engagement?
In fact, every consult says, "If you do this, you'll definitely go up" (sorry to disappoint you). However, it is available to improve the accuracy of measures by examining measures based on the results of surveys = facts.
Here are some examples of measures in line with the above four areas.
Round-table discussions between top management, company-wide meetups, etc.
- It is important to communicate many times in the words of the top management, and for managers to speak in their own words and into practical operations in their daily work. We also support workshops that create a bottom-up vision and code of conduct.
Review of personnel evaluation system, reassying of organization, etc.
- In both cases, it will be a review based on "what kind of organization do you aim for?", that is, A. In addition, even if the system is reviewed, it will not make sense if the operation does not go well. It is also effective to conduct training to improve management evaluation feedback skills
Operational efficiency (reduction, DX, etc.), training for management, etc.
- One of the factors that cannot efficiently proceed with field operations is the situation where managers are not functioning, along with hardware issues. In particular, it can be seen in companies with many companies and engineers in the growing season. Medium- to long-term human resource development with an eye to the next generation is necessary.
Increase communication opportunities, team building training, etc.
- This is how "psychological safety can be improved". It is not just a group of good friends, but a relationship in which opinions are exchanged without hesitate on trust. What is the relationship between your company's hierarchy and colleagues?
Finally, I would like to tell you one important thing. This means that engagement improvement cannot be advanced by management or human resources alone.
Involve positive members in management and the field from the beginning, and move forward while bringing out the independence. This is because when it comes to "what the company is doing", even the same measures become "other personnel (people)" (of course, depending on the measures, some will not proceed unless led by management and human resources).
This time, I explained "engagement".
It is a great opportunity for the corona to reveal organizational challenges.
First of all, please try to create a better organization from "making it visible"!
- Engagement refers to the relationship between employees and organizations that proactively contribute to each other's growth, and is correlated with performance and turnover.
- The first step in improving engagement is "visibleness"
- Improvement measures should be examined based on the results of "digitalization" and devised to make the site "unique"
Consultation on employment and labor questions to FECC
The person who wrote this article
We provide support from an "engagement" perspective to address organizational issues such as turnover and poor motivation and performance, and provide coaching for individuals.
After graduating from Kyoto University, he worked in a local government. From the troubles of his career, he entered the world of coaching and started his own business. He has held individual sessions, various courses, and lectures on topics such as career, mentality, and communication.
Since then, he has deepened his learning and practice of areas that cannot be solved by supporting individuals, and is working with the managers of local companies on organizational development and human resource development.
Completed the National Qualification 2nd Class Career Consulting Technician/Professional Coaching Program
Ante HP Co., Ltd.
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