Strategies for Meaningful Employee Engagement Across Diverse Workplaces
Here are some more popular Employee Engagement strategies.
The Kahn Model
The Kahn model emphasizes three key factors for successful employee engagement: physical, cognitive, and emotional. According to this model, employees can be optimally engaged when they:
- Locate purpose in their work.
- Experience psychological safety and freely express themselves without fearing repercussions.
- Feel mentally and physically competent to engage with their professional environment.
This model is for organizations striving to promote a culture of honesty, empathy, and amiability among employees.
JD-R Model
The JD-R (Job Demands-Resources) model recognizes workplace stress as an imbalance between two basic elements– job demands and job resources.
When job demands become too high, they cause physical and psychological exhaustion. This may result in decreased performance, increased strain, lower engagement, and health concerns. Giving employees access to plentiful resources allows them to harness their full potential, prevent burnout, and promote well-being.
This model is extremely effective in managing demanding roles and in organizations that prioritize employee growth and resource provision.
The Deloitte Model
Developed by one of the world’s biggest accounting firms, the model outlines four key strategies and 5 key elements. These constitute the twenty factors determining employment engagement. This model identifies five central pillars of engagement, which are:
- Meaningful Work: Ensuring effective hiring and professional autonomy while providing the required resources.
- Hands-on Management: Outlining clear and achievable goals. Regularly coaching employees to ensure performance efficiency.
- Positive Work Environment: A workplace marked by diversity and inclusion that makes employees feel at home. Flexibility and benefits to support staff well-being and work-life balance.
- Growth Opportunity: Creating career development opportunities within the organization, which is key to reducing turnover.
- Trust in Leadership: Honesty and transparent communication along with robust leadership to inspire employees and build trust.
