ENGAGEMENT THEORIES

KAHN’S NEEDS SATISFYING THEORY

KANTAR’S EMPLOYEE ENGAGEMENT MODEL

Kantar's Employee Engagement Model is a comprehensive framework that outlines the key
drivers of employee engagement and provides guidance on how organizations can effectively
measure and enhance engagement levels among their employees. The model is based on
extensive research and analysis conducted by Kantar, a leading data, insights, and consulting
company.
The Kantar Employee Engagement Model typically consists of several components:

1. Leadership: Effective leadership is a critical driver of employee engagement. Leaders

play a key role in setting the tone, direction, and culture of the organization. They inspire
and motivate employees, provide clear direction and support, and foster a sense of trust
and respect.
2. Communication: Open and transparent communication is essential for building trust,
fostering collaboration, and keeping employees informed and engaged. Effective
communication channels allow for two-way dialogue, enabling employees to share their
ideas, concerns, and feedback with management.

3. Culture and Values: Organizational culture and values shape employees' attitudes,
behaviors, and sense of belonging. A strong, positive culture that aligns with employees'
values fosters engagement, commitment, and loyalty. Organizations with a clear and
compelling purpose tend to have higher levels of employee engagement.
 4. Career Development: Opportunities for career growth and development are essential for
engaging and retaining top talent. Employees value organizations that invest in their
professional growth, provide opportunities for learning and advancement, and offer
meaningful career paths.

5. Work Environment: The physical and psychological work environment significantly

impacts employee engagement. A supportive and inclusive work environment that
promotes well-being, work-life balance, and flexibility enhances employee morale,
satisfaction, and productivity.

6. Recognition and Reward: Recognition and reward programs acknowledge employees'

contributions and achievements, reinforcing desired behaviors and motivating high
performance. Recognizing employees for their efforts and successes fosters a culture of
appreciation and encourages continued engagement.

7. Employee Voice: Giving employees a voice and involving them in decision-making

processes empowers them and fosters a sense of ownership and commitment. Employee
feedback mechanisms, such as surveys, focus groups, and suggestion boxes, provide
valuable insights for improving engagement and driving organizational change.

Example: An organization using the Kantar Employee Engagement Model conducts

regular employee surveys to assess engagement levels and identify areas for
improvement. Based on survey results, the organization implements initiatives such as
leadership training programs to enhance managerial effectiveness, communication
workshops to improve transparency and collaboration, and career development initiatives
to provide employees with growth opportunities. Over time, the organization sees
improvements in employee engagement scores, leading to higher levels of productivity,
retention, and overall organizational success.

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