Different Job Types Demand Different Employee Engagement Strategies
Forget about engagement surveys and average results, you need to know about your people’s engagement – not the national average, or your industry’s. And it doesn’t matter what people say they think they feel they believe, engagement is observable. Do they choose to do more than they have to because they choose to? Do they apply discretionary effort?
That said, all that data is still interesting even if it is averaged and not entirely specific to you. This post draws heavily on (who else?) Gallup’s extensive and impressive body of ongoing and ever-expanding work. It’s obvious but I’ll still read research that proves the obvious. People are different. And some people are more different than others.
I was having coffee last week with one of New Zealand’s head people from Gallup. She made the very valid point on how dis-spiriting it was when businesses contacted them to “do a survey” – as if that was all they needed to do to do something about engagement.
A survey in isolation i worse than useless. As a baseline to compare subsequent measurements to assess the effectiveness of a range of engagement initiatives – that’s where surveys have their use – if any.
Few surprises in the post. Professional workers have the highest engagement; manufacturing or production employees are the least engaged. No clues in it though about HOW to treat different groups different – just that you should.
Just a short post this week. I’m on the road and in a motel. ‘Terminator 2’ is on TV and classic B movies I find highly engaging. But, I’ll be back……..