LEVERAGING CONNECTIONS FOR BETTER RESULTS


Employee engagement theories play a vital role in understanding employee motivation and performance. By creating an environment where employees feel valued and empowered, companies can create an environment that is conducive to success. Employee engagement theories are based on the idea that creating a positive work environment is essential for success. Employees must feel positive emotions toward their work to be personally meaningful, consider their workload to be manageable, and have hope for the future of their work (Hargrove, Nelson, Quick, and Quick, 2003).

 

According to (Snyder and Lopez, 2002), leaders play a pivotal role in the long-term engagement and retention of talent in the organization. The relationship between the employer and employee becomes critical in defining levels of employee engagement as this relationship greatly influences the economic and behavioral outcomes of an organization (Rousseau, 1989)

Figure 1- The Zinger Model


(Source- Zinger, 2009)

The Zinger Model is a revolutionary approach to leadership and personal development that seeks to help individuals become better leaders and reach their potential. David Zinger, having more than 25 years of experience in this field, is an expert in employee engagement and built this model by combining current research with practical approaches.  Zinger’s Model focuses on multiple facets of employee involvement, level of engagement, and dedication (Hussainy, 2020). The model is based on the premise that an employee’s decisions, actions, and relationships are strongly based upon their personal beliefs and values and thus require focus and development.

 

The Zinger model involves following 12 key aspects that Managers and higher management must follow to get significant results at the workplace (Perumal and Umarani, 2021):

  1. Achieve Results: Employee Engagement is vital to achieve desired results. This component is the most important for the Zinger model combined with the other steps for Managers to work on themselves as well as the employees through well-designed strategies.
  2. Craft Strategies: Crafting appropriate strategies is the very first task to achieve higher levels of employee engagement and involves immense planning and consideration of employee and company requirements. Managers can seek assistance from professional management consultants in order to craft effective strategies.
  3. Enliven Roles: It is the responsibility of the Managers to work towards making employees’ tasks interesting and free of boredom to create more interest, love and appreciation for their job.
  4. Excel at Work: A system for recognition to reward employees for their efforts should be implemented to keep employees motivated and performing at their optimal.
  5. Get Connected: Communicating about important matters and seeking advice is important thus Managers should always be connected to their subordinates.
  6. Be Authentic: Authenticity of self and concern for the organization is needed by HR and Managers as well as the higher management to understand issues faced by employees and to derive appropriate suitable solutions.
  7. Live Recognition: Recognizing employee in front of others helps boost their moral and encourages them to stay with the organization and perform their optimal always.
  8. Fully Engage: Appropriate strategies should be designed and implemented to discover ways for employees to fully engage and achieve best results in the fastest way.
  9. Identify with Organization: Employees stay for longer periods if they develop a sense of belonging and connection towards the organization. Management should understand that employees are the most vital assets of the organization without which nothing can be achieved.
  10. Serve Customers: Engaged employees tend to have great hospitality and offer best service to customers. Maintaining awareness of the organization’s values from time to time is ideal for creating effective engagement.
  11. Develop Personally: Organizations should invest in ways to improve employee development to assist them to become more connected at the workplace and create a willingness to do their best in terms achieve success for the organization. Both parties should achieve their goals.
  12. Attain Happiness: The final step is to recognize that having happy and content employees is an important factor to build a highly productive business.

 

 REFERENCES

Hargrove, M.B., Quick, J.C., Nelson, D.L. and Quick, J.D. (2011). The theory of preventive stress management: a 33-year review and evaluation. Stress and Health, 27(3), pp.182–193. doi:10.1002/smi.1417. Available at: https://www.researchgate.net/publication/230200407_The_Theory_of_Preventive_Stress_Management_A_33-year_Review_and_Evaluation [Accessed on 26 Nov.2022]

 

Hussainy, S.S. (2020). Review on Motivational Theories & Models: Its application for Employees’ Retention in Organizations. undefined. [online] Available at: https://www.semanticscholar.org/paper/Review-on-Motivational-Theories-%26-Models%3A-Its-for-Hussainy/407ffe94045c43d30e2c1ebf059a7555d9231eb9

 [Accessed 7 Dec. 2022].

 

Managementstudyguide.com. (2015). Zinger Model of Employee Engagement. [online] Available at: https://www.managementstudyguide.com/zinger-model-employee-engagement.htm. [Accessed on 26 Nov.2022]

 

Perumal, P.V.M and P. Umarani (2021). Models of Employee Engagement. International Journal of Creative Research Thoughts (IJCRT), [online] 9(8). Available at: https://ijcrt.org/papers/IJCRT2104297.pdf.[Accessed on 25 Nov.2022]

 

Rousseau, D.M. (1989). Psychological and Implied Contracts in Organisations. [online] ResearchGate. Available at: https://www.researchgate.net/publication/226857215_Psychological_and_Implied_Contracts_in_Organisations [Accessed 25 Nov. 2022].


Snyder, C.R. and Lopez, S.J. (2009). Oxford handbook of positive psychology. Oxford; New York: Oxford University Press [ Online].Available at https://doi.org/10.1093/oxfordhb/9780195187243.001.0001  [Accessed on 26 Nov. 2022]

 

The Zinger Employee Engagement Model. (n.d.). [online] Available at: https://www.davidzinger.com/wp-content/uploads/Zinger-Engagement-Defintion-and-Model.pdf. [Accessed on 26 Nov.2022]

 

 

 

 

 

 

Comments

  1. Wasana Perera15 December 2022 at 01:30

    Great Content Tarishma, The ability to influence people is critical to personal and professional success (Story, 2018). As a manager the more you be there for the team the more they will be engaged.

    ReplyDelete

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