LEADING ENGAGEMENT CREATING A CLIMATE FOR ENGAGEMENT · Organizational climate reflects beliefs...

CREATING A CLIMATE FOR ENGAGEMENT

LEADING ENGAGEMENT

DR. JESSICA VAN WINGERDEN MBA MCC

Dr. Jessica van Wingerden MBA MCC

Director of Research & Organizational Development

Research Fellow Erasmus University Rotterdam

Positive Organizational Intervention Architect

Connecting business and science

NICE TO MEET YOU!

ONZE MISSIE EN VISIE

Wereldwijd het potentieel van

individuen, teams en organisaties

vrijmaken en verbinden met

organisatiedoelstellingen

Een schip is zo sterk als zijn bemanning

- Voor resultaten met mensen -

LET’S TALK

ABOUT WORK

ENGAGEMENT

Healthier and happier employees

More satisfied customers

Higher employee performance

Higher levels of productivity, quality and profit

WHY WORK ENGAGEMENT?

Work engagement has been defined as a positive, fulfilling

and work-related state of mind characterized by:

Vigor (high levels of energy, willingness to put effort in one’s

work)

Dedication (strong involvement in one’s work and feelings of

enthusiasm, inspiration and pride)

Absorption (high levels of concentration and engrossment

while working).

WORK ENGAGEMENT A DEFINITION

Experience of meaningful work

Person-Organization value fit

Know how you contribute to organizational goals

Use of strengths at work

Appreciation for work contributions

Constructive feedback

Cooperation and involvement

Opportunities for professional development

TO BECOME ENGAGEMENT AT WORK:








Leadership And

Work Engagement

Leadership behavior influences employee engagement

in a direct way:

Leaders own engagement

Facilitating meaningful work

LEADERSHIP AND WORK ENGAGEMENT

Leadership behavior influences employee engagement

in a direct and indirect way:

Offering a challenging and resourceful workplace

Offering opportunities for professional development

Building a climate for work engagement

LEADERSHIP AND WORK ENGAGEMENT








Climate for

Work

Engagement

Organizational climate reflects beliefs about the organization’s

environment that are shared among employees and to which

employees attach meaning to help them make sense of their

work environment.

A climate for work engagement at the organizational level will

influence employee perceptions of work environment

characteristics at the individual level, which influence work

engagement and performance.

CLIMATE FOR WORK ENGAGEMENT

Climate for engagement

Work

Engagement

Performance

Job resources


.84 .73

.42

WORK ENGAGEMENT & PERFORMANCE

Van Wingerden & Poell, 2018

Strong relationship with job resources such as:

Opportunities for professional development

Autonomy

Social support

Role clarity

Meaningful work


CLIMATE FOR ENGAGEMENT


Leader support

Work Engagement

Job resources

.85

.84 .65

.55

LEADER SUPPORT


Perceived leader support

Important job resource

Strong positive relationship with engagement




Person/Org. Value Fit

Work Engagement

Meaningful Work

.68

.64 .74

.20

VALUE FIT & MEANINGFUL WORK


Strong relationship with Person/Organization Value fit

Understanding the higher goal or purpose

Meaningful work

Knowing how you contribute to organization’s higher goal




Job crafting Work

Engagement

Perceived opportunities

to craft

Job resources

.84

.41

.82

.53 .37

.17

.14

.09

PRO-ACTIVE BEHAVIOR


Significant relationship with employees’ perceived

opportunities to proactively align their talents, passions,

and the job.

These shared perceptions positively influence

employees proactive behavior.









DELIVERY EXCELLENCE IN

Leadership &

Climate for Work

Engagement

Do all leaders tell, show and share their organizations'

purpose and/or higher goals?

Do all employees know how they contribute to their

organizations' purpose and/or higher goals?

Do all employees feel appreciated for their work

contributions?

LEADERSHIP QUESTIONS

Do leaders stimulate all employees to use their strengths

at work?

Do all employees experience they have opportunities for

professional development?

Are employees’ job demands realistic and challenging?

LEADERSHIP QUESTIONS








EXCELLENCE IN The Take Away For Today

A Climate for work engagement starts with leaders’ own

work engagement.

Person-organization value fit and meaningful work as a

starting point.

Engage employees to actively participate in innovation,

decision making and co-creation.

Offer opportunities for professional development, for

both leaders and employees.

THE TAKE AWAY








EXCELLENCE IN Thank you!

A SHIP IS ONLY AS STRONG AS ITS CREW.`

- JAN SCHOUTEN

`

LEADING ENGAGEMENT CREATING A CLIMATE FOR ENGAGEMENT · Organizational climate reflects beliefs...

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