EMPLOYEE ENGAGEMENT

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The state of engagement is often described as being in the flow or in the zone. In this state person is fully focused on the task at hand to an extent of forgetting everything around them and even losing sense of time. Among other individual and organizational benefits, the state of engagement is associated with increased individual performance, which consequently has an impact on group performance.

 

The Engagement Factors Model (based on Job Demands - Resources Model by Bakker and Demerouti, 2008) assumes that work engagement is affected by 2 types of factors:

  • demands - work related factors that require physical, cognitive and emotional effort;

  • resources - factors, which help dealing with the demands in order to achieve work-related goals.

The right balance, when demands are challenging and resources sufficient, leads to employee engagement and increased job performance.

Valuable Work helps organizations measure the level of their employees' work engagement in all 3 of its components - effort, focus and emotions. Valuable Work also analyzes which of the engagement factors (personal, work and organizational demands and resources) have the most significant impact on employee engagement and how they can be optimized.