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What are key engagement drivers for the development and retention of highly engaged employees?

Katie Ryan Fotiadis, MSHROD, CNP

June 25, 2021

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Question

What are key engagement drivers for the development and retention of highly engaged employees?

Answer

Aon Hewitt has completed research and identified key engagement drivers in an organization for the development and retention of highly engaged employees. Figure 1 shows these six key engagement drivers and examples of each.

Description of key engagement drivers for development and retention of highly engaged employees

Figure 1. Key engagement drivers.

The six key engagement drivers are quality of life, work, people, opportunities, total compensation, and company practices. Under quality of life, there is the physical work environment and work-life balance. In work, there are work activities, a sense of accomplishment, resources, and processes. The category of people includes senior leadership, managers, colleagues, valuing people, and customers. Opportunities include career opportunities and training and development. Under total compensation, you see pay, benefits, and recognition. Within company practices are policies and practices. That is all of the different things in terms of performance management, which would be evaluations and what you are doing to help people succeed. We discussed organizational culture earlier. How does it feel there? Is it toxic? Is it healthy? What do you have going on? What kind of culture are you developing? The company reputation is how you are seen by the public. Also included in company practices are diversity, equity, inclusion, and belonging.

Appreciation and recognition affect each and every one of these areas. As a leader, you can have influence in some or maybe all of these key drivers that affect employee engagement.

This Ask the Expert is an edited excerpt from the course, Appreciation & Recognition: Supporting Employee Engagementpresented by Katie Ryan Fotiadis, MSHROD, CNP.


katie ryan fotiadis

Katie Ryan Fotiadis, MSHROD, CNP

Katie Ryan Fotiadis is an Organizational Development and Learning Strategist at Intentional Learning & Development. Katie Ryan pairs her analytic and creative talents with a background in instructional design, eLearning, organizational effectiveness, facilitation, and data analysis.  As a strategist, she provides quality solutions for every project size.  A continuous learner and person enthusiastic to share what is learned, Katie Ryan wants to contribute to the success of an effective team and organization.  While working with diverse communities, she seeks opportunities to apply mindful approaches and engage clients in intentional problem solving and solutions.
 
Katie Ryan’s professional career spans more than 16 years and encompasses a multi-dimensional perspective with strategic and successful experiences that include: eLearning, instructional design, training and development, facilitation, organization change, performance, talent development, and leadership.  She has more than 10 years in Early Childhood Education & Administration, as well as has received recognition for both her professional and academic work. She serves on the Association for Talent Development Kentuckiana’s Board of Directors.  Katie Ryan Fotiadis is certified in nonprofit management and leadership and holds her Master’s degree in Human Resources and Organizational Development with dual concentrations in Workplace Learning and Performance and Leadership.


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