Page 76 - Build a Culture of Employee Engagement with the Principles

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Employee Engagement

• Feeling proud of my work
• Feeling a sense of empowerment and trust from my
supervisor
• A supervisor who believes in me and wants me to excel
• A team that enjoys working with me and respects me
• Freedom to do my job and awareness that my contribution
makes a difference
• Honesty and trust in management
• When my manager recognizes me and gives me credit for
my work
• Respect for my opinion and trust in my abilities
• When I understand how and why the work matters
• When I have the tools to do my job properly
• When I feel I have a say in setting my goals and
receive regular feedback from my supervisor about my
performance
• Having a supervisor who does not feel it necessary to look
over my shoulder
• The opportunity to learn new things at work and being
given interesting things to do
• Having clear goals and objectives
• Having opportunities for promotion within the
organization
• When I feel as though I am part of and needed by the
organization and that my work is genuinely valued
• When I have freedom to determine how I achieve my goals
• Mutual and contagious respect among co-workers

If you want to increase employee engagement, you’ve got to
understand what causes employees to increase their sense of
commitment to the organization. In creating a model of employee
engagement, it is equally important to understand the disen-
gaged employee. It would be a mistake to assume that disengaged