ENGAGEMENT

What happens when employees work in a healthy organizational culture, experience personal leadership and social security, are vital and have the opportunity to continue learning throughout their careers? Then your employees' sustainable employability is increased and they show more engagement!

What is engagement?

Engagement is a mindset that arises when employees enjoy their work, take pleasure in what they do, and in doing so, are bursting with energy.

Engagement can be broken down into three components:

Vitality

Vital employeesare bursting with energy. Not only do they have enough energy to perform their jobs, but they also have enough left over to take up other activities outside of work. Inspired employees also have perseverance and mental resilience to get back up after setbacks and keep going.

Dedication

Doing work that suits an employee and that they enjoy is very important for the level of engagement an employee experiences. Another factor is how much challenge they can find in the work and how useful they find the work.

Absorption

Absorption is an extension of dedication. If the employee is doing something he or she really enjoys, there is also a chance that he or she can lose himself or herself completely in the work and become totally absorbed in it. Work can therefore sometimes be seen as a hobby.

Why is engagement within organizations important?

Engagement is more than a pleasant side effect of sustainable employability, it is an important part in the vicious circle of sustainable employability. When employees are more engaged, they are more productive, more involved and less absent from work. Because they do work they enjoy, they are more willing to take training or education that benefits the work they do. They also often know what they like about the work and therefore, when the current position changes, they can more easily indicate what they are looking for or would like. A high level of engagement also creates a more positive atmosphere in the workplace and can even be contagious towards other colleagues.

What are the consequences when employees are not engaged?

Opposite inspired employees are also non-driven employees. It does not necessarily mean that these employees perform badly and are not involved in the organization. Often these employees 'just' perform their work, but the extra step that inspired employees take is not taken. This can lead to irritations within the team, which in turn can lead to conflict and absenteeism in due course.

5 tips for increased engagement

There are many benefits to be gained when your employees are engaged. Therefore, it is good to promote engagement from within the organization. Therefore, some tips to support it:

1. Work from a clear vision that people can recognize themselves in.
2. Be jointly responsible within the organization, so you know that decisions are also carried within the organization.
3. As an employer or manager, set a good example so that employees see what it means and can follow suit.
4. Choose managers who have more up their sleeves than just doing good work, but rather those who also get the best out of employees in non-work-related ways.
5. Encourage the trust employees have in you by living the company's values. So: do what you say and expect the same from your employees.

Getting started with engagement

Would you like to get started in practice with increasing the sustainable employability and thus engagement of your employees? Then contact paraDIGMA groep. Together with our labels we will work on making your organization future-proof.

Learn more about engagement due to sustainable employability and how to increase it in employees in one of our articles.

Want to learn more about sustainable employability and everything related to it? Then check out one of the other topics.