Alignment & Engagement

Most organisations understand the importance and benefits associated with managing employee Engagement. But most are measuring the Effect not the cause and their scores are being compared to Norming sample groups for their results.

At Sork HC we believe the most important, accurate and reliable measure of total workforce perception is a literal measure of Alignment. This is a more relevant measure for organisations wishing to measure the impact their engagement strategies are having over time.

The difference between Alignment & Engagement is a difference of "Cause" & "Effect". Alignment is the Variance in perceived states between "Actual" and "Desired". Actual state being what I am experiencing or have been experiencing recently. Desired is the state I would prefer to be experiencing. Zero Variance between Actual and Desired states equates to total Alignment. The greater the Variance the less Aligned an employee is.— which is the "Cause".

Engagement is the emotional and intellectual commitment of an individual (or group of individuals) to the social structure to which they belong. The level of commitment is most significantly influenced by the relative Alignment they experience. Therefore Engagement is the "Effect". (Engagement levels lead to variance in Discretionary Effort and Performance).

Measuring Alignment using an internally consistent scale is far more important when managing Engagement than measuring employees relative to response positioning against a “Norming” sample set or comparing scores using external benchmarking.

If you are intending to measure and manage engagement, be sure to focus on Alignment as the key measure.

Please click here to download:
EPMI - Alignment & Engagement

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