There are six drivers of engagement that we can use to build levels of engagement in our employees to strengthen our safety culture. It’s important to understand that while we should be looking for direct application of these drivers to specific safety situations, even a generic application of these drivers will strengthen a safety culture. Why? Because as we mentioned in a previous article in this series, a heightened level of engagement entails a heightened sense of ownership, and a heightened sense of ownership entails a greater commitment to safe behaviors. [content_protector password=”EeP-7″ identifier=”EeP-7″]
The drivers of engagement that we’ll be exploring include:
- Perception of job contribution and value of the job
- Clarity of job expectations and the ability to work well
- Involvement in decision making
- Opportunities for development and growth
- Regular, quality, two-way feedback with a supervisor
- Immediate recognition for achievement
We’ll take a look at the first three drivers here, and save the final three for the next article.
- Perception of job contribution and value of the job: Do I as an employee understand how what I do on the job contributes to the big picture — do I have a clear “line of sight”? The more I understand the end game of my job, the more engaged I will be as an employee.
- Clarity of job expectations and the ability to work well: Do I as am employee understand all that you expect me to do, or am I left to guess? And have you provided me the tools to do my job well, or am I left creating makeshift tools to do my job? The more I understand the expectations of my job, the more engaged I will be as an employee.
- Involvement in decision making: Do I as an employee have a voice in what I do on the job and how I do it, or are you deciding this for me? The more ownership you give me for what I do on the job, the more engaged I will be as an employee.
That’s it for this edition of Recordable INSIGHTS. Until next time.