What's your best Employee Engagement Model?

Honestly, there is no one model that fits all. Embracing the following principles when crafting an employee engagement framework can yield remarkable results: 1. Knowing Your Employees 2. Engaging with Your Employees 3. Recognizing and Appreciating Your Employees 4. Empowering Your Employees

I'm following, E^3 Framework: Envision, Engage, Elevate Envision - focuses on creating a shared vision for the organization’s future Engage- the focus is on empowering employees and fostering engagement to drive meaningful collaboration and commitment Elevate - This focus emphasizes execution excellence by enhancing processes, leveraging technology, and continuously improving performance. I've named my project as "Project Elevate"

The Gallup Q12 model offers a comprehensive approach to assessing employee engagement through 12 key questions, covering crucial aspects like expectations, recognition, feedback, growth, and teamwork. Its simplicity and universality make it applicable across roles and industries, and the provided scoring system aids in categorizing employees' engagement levels effectively. While the model's widespread use and research validation are strong points, it's important to note that it might not fully encompass the intricacies of an organization's unique culture and objectives. Customization may be required to align the model with specific organizational nuances and goals.

Have purposeful & be dynamic to adopt to the changing needs of the organization instead any fixed model. Move out from the engagement actions becoming a tick in the box, for which keep participation level checks, seek suggestions & incorporate/moderate engagement to that effect. Employee lifecycle as well as organisation lifecycle keeps advancing. Have an outside in perspective to remain relevant in the given times. Keep in mind engagement for distance/remotely working employees as well instead only physical & in office activities.

The SCARF model proposes that every individual has varying degrees of need for each domain. As such, using it as the basis for measuring engagement can be misleading. As there will be variation in how much of each domain people need, the outcome of any measurement is likely to be a fairly vanilla average score. Alternatively, what if one of the domains scores low? Does this mean that your organisation is 'poor' at it, or simply that your employees do not have a strong need for it?

When companies are choosing their employee engagement model, old approaches should be questioned and evaluated. Many companies want to drive positive change in the workplace but are finding themselves trying to force a traditional approach to satisfy comfort zones of how things have always been done. Being able to leverage quantifiable measures allows for consideration for improvement. I love the questions that are prompted in this section on what to consider when choosing the best model. I'd add that an overall company objective should be at the forefront so that each person's insight has connection in the value that will be added. Otherwise the new model will be treated as a one-off not complimentary of existing efforts.

One of the challenges with any "model" of Employee Engagement is that by its definition it is a rigid approach Asking 12 questions to unknit employee engagement doesn't allow for geographical, cultural, in the moment differences When looking at any model it is important to understand what outcome you are looking for. If you are just looking to create a score - then almost any model will do. If you are looking to take action and make positive change, then the model will need to be flexible to your needs and explore concepts relevant to your organisation (rather than a one size approach)

I love a good model, but people are beautifully messy. No one model will ever capture all of their nuance or allow us to measure it 100% effectively.

I'm following, E^3 Framework: Envision, Engage, Elevate Envision - focuses on creating a shared vision for the organization’s future Engage- the focus is on empowering employees and fostering engagement to drive meaningful collaboration and commitment Elevate - This focus emphasizes execution excellence by enhancing processes, leveraging technology, and continuously improving performance. I've named my project as "Project Elevate"

There is no single model of engagement. Trying to apply a 'preset' model s restrictive by its very nature. What engages one person might no engage another so it is difficult to apply one model to all employees. All organisations have their own unique values and cultures and even if they operate in similar industry sectors they will all face challenges that are unique to them. Most engagement models include very similar themes. The trick is to use them as a starting point, but carry out your own research into what dis/engages your people in your organisation.

Before diving into implementing models related to employee engagement, we should identify, do employees feel content every day. A happy mindset really can serve the best their selves to organizations like we never ever have thought. Basically, employee engagement is the theory that is something beyond expectations. To me, just talking to your employees every day, making them feel they are part of the company, taking care of them how they are doing and feeling, and how everything is going, these approaches are more important for every organization. The concept of employee engagement is a phraseology either way.