was an open source scientific project curated by Peoplerise in collaboration with CUOA Competency Development Center and with the scientific support of Paolo Gubitta from the Department of Economic and Business Sciences of the University of Padua. Anyone working in a company, organization or corporation had the opportunity to help this research: all it took was a few minutes of their time to answer a quick questionnaire.
Why Engagement Radar?
In a historical period like this, we are convinced that a deep and true attention to people is the distinctive element for companies to succeed, and several studies show that high levels of engagement increase business results. What is the current situation in Italy? What are the most important factors for employees? The relationship with their boss or the career prospects? The company vision or the level of collaboration between departments? The objective of the engagement radar is to understand it through an ad hoc scientific study!
What is employee engagement?
Employee engagement is a multidimensional concept that takes into account motivation, loyalty, commitment and influence of the employees. An “engaged” employee is: 110% motivated // loyal to the company brand // proud to be part of the company // ambassador of the company brand inside and outside the organization. Therefore, it’s not just “satisfaction”. Several studies have shown that employee engagement produces positive effects on result indicators such as profitability, productivity and customer satisfaction.
What are the drivers of engagement?
Engagement is influenced by several domains, called drivers. The main ones that are recognized by best practices are: leadership, management, collaboration, communication, training and development, feedback management, focus on quality and service, level of innovation, work-life balance, alignment and enablement.
What is the current importance of engagement?
Being able to develop horizontal and collaborative organizations has an important critical success factor: the ability to put people and their creativity at the center of high engagement environments. The global economic context is increasingly pushing organizations towards new paradigms: flatter and more collaborative companies that aim to manage with greater agility a market that is ever faster and changing. Topics such as crowdsourcing, social collaboration, open innovation, agile management and co-creation are increasingly present in the international vocabulary of organizations and their key to success lies not only in the adopted processes and tools, but also in the engagement of the people who work there.
Engagement Management: is it possible?
The answer is yes: the tools that are available today make engagement a real management lever and no longer just a nice statement or climate analysis. People intelligence platforms, of which the Murmur product we are using in Engagement Radar is an example, allow to support managers and work teams with real-time, infographic and action-oriented data. In this way, fast and focused improvement actions can be taken thanks to the predictability of the data. Thus, engagement management differs substantially from global climate analyses (“Global Survey”, “Global Engagement Survey” etc.), which, due to the time required for implementation and analysis and the number of people involved, capture different needs.
