Engagement as a success factor: Why satisfied employees are not enough

[sakibkhan22197]

A topic that was a hot topic at the previous evening's event, including Li-Stelle Ender's (GenZ) presentation, will be presented at 3:45 p.m. in Room 1 by Katharina Holder , who will be discussing the success factor of engagement. She was delighted, as the discussions were interesting, and it quickly became clear: The topic seems to strike a chord.

Productive employees, low fluctuation and sickness rates, problem-oriented work and crisis-proof loyalty for entrepreneurs are more often a wish than a reality.

To begin with, it was important to clearly define the difference between satisfaction and engagement. Sometimes things seem to be going better at other companies, even though their own employees are satisfied? It's clear: satisfied employees aren't always engaged. Satisfaction is about fulfilling one's own needs; engagement is about active participation and panama phone number data commitment to the company's success.

But what does engagement look like in Germany? For example, 37 million employees were surveyed about their emotional commitment to the company. If we break it down to a company with 100 employees, 13 people have a high emotional commitment, 69 have a low one, and 18 have no emotional commitment.

To start, we covered empirical data and theories. These showed why things seem to be going better in other companies, even though their own employees are actually satisfied. Satisfied employees are not always automatically engaged. It's time to do something about it, because engagement is a strong indicator of performance.

How do I determine if my employees are engaged? There are three types of measurement : subjective, objective, and behavioral.

In recent months, Katharina has developed a subjective measurement: the Engagement Study.

Definition of 12 drivers, including talent, culture, and performance. These are factors that influence and promote employee engagement.
Development of 260 questions in 3 question types, from which it can then be evaluated how the drivers are currently being implemented, how important they are to the employees in general and open questions so that efficient and effective measures can be derived.
Determination of 3 key figures.
This engagement study was conducted for the first time at ReachX in 2023. We are currently in the phase of integrating the results. Our study has helped us answer many questions and derive measures that will make us more successful. This study is a great help in implementing the right measures. But one question remains unanswered: