When employees are engaged they are more likely to act as ambassadors for the organization (brand advocates) by recommending it as a great place to work, as well as they’re more willing to learn new skills and take on more responsibility. Best of all: engaged employees tend to stick around longer. (We’re not making this up.)
But wanting an engaged workforce and creating an environment where employees can thrive are different things. What keeps employees satisfied and engaged at their organization? When you focus on the ways you can enhance identity benefits for your employees (who they want to be within your organization), you can have a strong impact on employee loyalty.
Here’s a summary of the different psychological forces that ultimately drive engagement.
Your Employees Are People, Not Robots: Social Psychology Influences Employee Engagement
Identity is deeply rooted in social psychology and relates directly to the aspirations a person has for who they want to be. Yet, there has been little research on the psychological benefits (like identity) that strengthen employees’ engagement and desire to stay—until now. Discover why identity is a particularly important driver of employee engagement and what exactly identity benefits are. Read more.
Webinar Walkthrough: The Psychological Benefits Impacting the Employee Experience
Watch our webinar and learn about the landmark study conducted by market researchers Chadwick Martin Bailey (CMB). Key findings including why psychological benefits impact employee motivation and engagement, which initiatives and programs add the most value to your engagement strategy, and how this research can help your organization drive employee engagement are addressed and explored. The webinar is presented by Erica Carranza, Ph.D., VP of Consumer Psychology at CMB, and Christina Zurek, SHRM-CP, Insights and Strategy Leader at ITA Group. Watch now.
The Heart of the Matter: Emotions in the Employee Experience
When businesses ignore emotional culture, they overlook a fundamental part of being human. People can’t just turn off emotions because they’ve punched the clock for the day. Help team members understand emotions are OK for them to have—and important for them to feel—moments of sadness, frustration and even anger. Equip them to see positive, productive ways they can process and cope with these emotions. Read more.
Landmark Research Finally Answers the Question: What Truly Drives Employee Engagement?
Brand-new research from CMB demonstrates the irrefutable connection between employee engagement and social psychology. Not only does our white paper explore the psychology of engagement, but it also connects key dots to strengthen your employee engagement strategy. What more could you ask for? Download now.
Is Your Employee Engagement Survey Hitting Roadblocks?
Asking employees for feedback is a logical way to address any issues or concerns while also increasing engagement and connections to your organization. But current engagement surveys don’t seem to do the job they're tasked to accomplish. This means you’re likely ending up with more questions than answers.
That’s where a strategic roadmap based on data-driven insights, specific to your employees, comes in handy. Read more.
Revolving Door of Newer Employees? Your Team Is Experiencing the Reality Slump
The reality slump is defined as the time in employment years one and two when engagement, satisfaction and advocacy levels fall, and the job search fires up again. Radio silence between the organization and new team members in years one and five is a fatal flaw. A four-year gap in your employee strategy may seem routine but top performing companies acknowledge employees need ongoing onboarding. Extinguish the reality slump by extending your onboarding plan with targeted strategies specific to years one and two. Read more.
Now that we’ve wetted your appetite, you’ll want to check out our exclusive diagnostic tool that evaluates your current engagement levels against benchmark data from the recently-fielded landmark study mentioned above.