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Employee Engagement Model

Updated on November 3, 2016

Employee engagement model.

Based on article written by Ketter (2008), there are three aspects of the engagement model based on the Hewitt Associates’ engagement model namely: say, stay and strive. These three dimensions have been the focus of Accenture’s human resources department in ascertaining what employment engagement is.

As regard the first aspect, say, the department assessed the pride which every employee feels whenever they speak about their organization and whether they would recommend the same to others as a place to work. The second aspect which is the stay constitutes the employees’ commitment to stay with the organization. Finally, the strive aspect involves the dedication of the employee to his job and the amount of effort he would be willing to exert even beyond his task for the success of his organization.

The term engagement essentially is an old concept synonymous with words such as motivation, passion and commitment. It is important in the workplace setting because there has been a growing number of evidence which point out that employee engagement is closely linked to the individual, the group and their performance. When an employee is happy with his job, he will be more inspired to do his job effectively. Conversely, if the employee is not happy with his current work and he is not getting enough motivation or inspiration from his boss, the company runs the risk of losing that employee who might look elsewhere for a more fulfilling job.

It is thus important for every company to develop its own engagement model in order to assess how they can better accommodate the needs of their employees and in turn be able to retain their talented employees.

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