3D EMPLOYEE ENGAGEMENT℠ MODEL
RECOGNIZING THE POWER OF EMPLOYEE SELF-EFFICACY
THREE-DIMENSIONAL (3D) EMPLOYEE
ENGAGEMENT℠ MODEL FUNCTIONALITY
Our proprietary 3D Employee Engagement℠ Model recognizes the power of employee self-efficacy as an important and effective supplement to the traditional ‘employer-driven engagement climate’ approach. For any engagement initiative, the 3D Employee Engagement℠ Model demonstrates the optimal effect over time, of combining the employer-driven ‘engagement climate’ and employee self-efficacy, resulting in a much more robust employee engagement climate!
Below is a graphic representation that shows how we use our 3D Employee Engagement℠ Model to measure current and future employee engagement adoption in a specific organization. In our model, the green area represents the percentage of the organization’s employees that are engaged, the red area represents disengaged staff. The large cube represents the entire workforce and each individual cube represents 0.1% of the entire workforce.
- The employer-driven employee engagement climate (environment)
- Time since the employee engagement initiatives were implemented
- The average of the individual employee's self-efficacy
In this first version of our model's data translation, employer and employee survey data falls into the following organization engagement profile:
This profile is consistent with most organizations which over time create employer-driven engagement climates that have some engagement elements, but the climate is not optimized. In this example, given this more passive approach, only 9% of the organization’s workforce has adopted engagement behaviors.
The 9% that have adopted the desired engagement behaviors are the ‘Innovators’ and ‘Early adopters’ in the organization who typically possess high self-efficacy. They are both willing to change their behavior and believe they are able to change behavior.
This next version of our model’s data translation results in what engagement experts report as the average engagement of their 'best practice' clients, 70% workforce employee engagement. Optimizing the employer-driven engagement climate over time has increased employee engagement, including the self-efficacy average, but even at 70%, there is room for improvement.
In this engagement approach, the organization has actively worked to develop and reinforce a high employer-driven engagement climate. Over time, their efforts have paid off by not only motivating the ‘innovators’ and ‘Early Adopters’ to engage, but also building the self-efficacy of ‘Early Majority” and some ‘Late Majority’ staff, thereby achieving 70% workforce engagement.
This last version is a data translation that is the result of a full 3D employee engagement approach.
By fully addressing the self-efficacy dimension, we are exponentially increasing the effect of the engagement climate because it effectively mobilizes the rest of the ‘Late Majority’ and ‘Laggards’, those employee groups who think they ‘can’t change but want to change’ and ‘can’t change and don’t want to change’. When these groups’ self-efficacy needs develop, the overall percentage of the organization’s employees that will adopt the new employee engagement behaviors is a much larger portion of the organization’s overall workforce, as represented by the area of the entire cube. Of course, 100% workforce engagement is an aspiration and not likely achievable.
YOUR ULTIMATE COMPETITIVE ADVANTAGE
Our engagement consulting services train and coach organizations to optimize the employer engagement climate and increase employee self-efficacy which facilitates and accelerates broader employee adoption, thereby significantly enabling their Ultimate Competitive Advantage ...