There is a common misconception that communication and financial compensation (increase, bonus) are enough to influence employee commitment. However, commitment is complex and depends on several factors.
Emotions constitute an important factor in engagement and directly affect an employee’s level of engagement.
In addition, this factor is even more important in SMEs, where the feeling of engagement is more strongly linked to the “me factor”, as the employee has a direct impact on the company’s results, and feels important and valued by the company.
Research by Ruyle, Eichinge & De Meuse (2009) has identified 11 main factors that impact employee engagement. Other studies also mention other factors, but here are some keys to ensuring employee engagement in your company.
When working on employee engagement, however, it is important to bear in mind that not all employees want the same opportunities or rewards. Similarly, they will react differently to the levers used to influence engagement. To meet the expectations of each individual,
You will need to implement a segmented and differentiated approach accompanied by tailored strategies.
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 Emotional drivers of employee engagement, Dale Carnegie Training White Paper, 2012.