By B. Lynn Ware, Ph.D.

Much has been written about the positive organizational outcomes derived from increased employee engagement, such as profitability, efficiency and innovation.

In an attempt to “control” employee engagement, most of the focus has been on organizations trying to manipulate extrinsic variables to drive increased engagement, such as the behavior of managers, perceived organizational support, career development, recognition programs, etc.

However, today, more and more research is being conducted regarding the role of personal resources in predicting engagement; i.e., how do the intrinsic characteristics that employees possess factor into the engagement?

I recently read a new thesis conducted by Troy Pasion-Caiani exploring the relationship between employee alignment and engagement. Employee alignment is defined as the degree to which workers value and believe in the organization’s goals, mission, and devote time working toward the most important organizational goals.

The findings determined that employee alignment was a significant additive factor, along with perceived organizational support, in accounting for an additional 10% of the variance driving employee engagement.

The implications of this study are numerous. Here are some practical actions that can be taken by organizations striving to improve engagement through improved employee alignment:

  • Place even more importance on selecting talent who will find meaningful work in your company. Fit with the corporate culture and valuing the organization’s mission will be critical factors that will produce an aligned employee. If necessary, use assessment tools to determine that personal interests and values match the purpose, values, and mission of the organization.
  • Make sure that the most important business goals are communicated time and time again throughout the entire organization. An employee can’t put full effort into contributing to the goals unless the employee knows what they are.
  • Provide linkage through managers as to how work assignments contribute to the overall organization’s goal achievement.
  • Harness the enthusiasm of new talent coming to the organization by providing and designing activities, messaging, and focus about the organization’s purpose, mission, and values during initial employee onboarding.
  • Hire and promote charismatic and enthusiastic leaders who can inspire others to put their energy toward the most important outcomes.
  • Coordinate and communicate across departments so that all of the wood is behind one arrow!

By taking these steps, you can potentially improve your employee engagement scores by another 10%!

For more information on the benefits of employee alignment, contact an ITS Consultant by calling (650) 965-1806 or email us to schedule a consultation.