• http://twitter.com/sfemerick Susan Emerick

    You nailed something I’ve been thinking about for a while. Luckily I have 1. and 2. down — but number 3. is missing for me because the work I do is internally focused on developing and leading programs, however I think the opportunity to share these programs and my passion for them with customers and how it could help them (like it’s helped our business and has been tested and proven) would be nirvana. I think I’ll share this with my manager and see what I can do to share my leadership & program offering with clients directly. Thanks for the post!

  • Varanasi Rramprasad

    This seems to be a new way of looking at Employee Engagement. I am not quite sure. Actually employee engagement refers to engaging an employee fully, emotionally, physically and mentally so that he can become a better dedicated worker who is full of passion at his work. 
     

  • balachandran

    Hi,

    You made it very simplified way. Great job.

  • Bikramkp_1

    Dear Kimberly,
    Certainly one cannot be effective and satisfied in all the three domains of Employee Engagement. Both effectiveness and satisfaction are relative and subjective psychological state of mind .we can predict the human mind to certain level but not his psychology. One may be satisfied with his work but dissatisfied with coworkers,other may be satisfied with co workers but dissatisfied with the Job ,another may be satisfied with job and coworkers but disgrunteled with the customers, so this permutation combination will go on depending upon individual workers state of mind.
    The best fit would be the average of all the three factors. The employee retention is more when one is more then happy with his work,with supportive coworkers and void of pesky  customers.

  • http://twitter.com/worksimple WorkSimple

    Great post, Kimberly. In regards to your question, all three areas of engagement can be achieved, but the process through which this engagement occurs will not happen organically. It needs to be cultivated individually. Managers need to have one-on-one coaching sessions with their employees to understand their progress. Co-workers should socialize their goals by obtaining feedback from all departments, not just their own. Employees need to understand the focus and long-term effects of their performance so that they can be engaged. Only then can all three areas of engagement be fulfilled and only then can the employee have that real connection, and therefore engagement, to every area.