Researchers from the University of Western Ontario's Richard Ivey School of Business simplify what managers can do to increase their employee's engagement into what they termed "The 10 C's of Employee Engagement". Here's their quick way of understanding what you can do.
10 C’s of Engagement
- Connect: Employee engagement is a direct reflection of how employees feel about their relationship with the boss. Employees look at whether organizations and their leader walk the talk when they proclaim that, “Our employees are our most valuable asset.”
- Career: Leaders should provide challenging and meaningful work with opportunities for career advancement.
- Clarity: Leaders must communicate a clear vision. People want to understand the vision that senior leadership has for the organization, and the goals that leaders or departmental heads have for the division, unit, or team.
- Convey: Leaders clarify their expectations about employees and provide feedback on their functioning in the organization.
- Congratulate: Exceptional leaders give recognition, and they do so a lot; they coach and convey.
- Contribute: People want to know that their input matters and that they are contributing to the organization’s success in a meaningful way.
- Control: Employees value control over the flow and pace of their jobs and leaders can create opportunities for employees to exercise this control.
- Collaborate: Great leaders are team builders; they create an environment that fosters trust and collaboration.
- Credibility: Leaders should strive to maintain a company’s reputation and demonstrate high ethical standards.
- Confidence: Good leaders help create confidence in a company by being exemplars of high ethical and performance standards.
Seijts & Crim (2006). What engages employees the most or, ‘The Ten C’s of Employee Engagement’. Ivey Business Journal. Retrieved from http://www.hrpld.ca/newsletters/May2007/EEEngagement.pdf