People are engaged if they feel connected to their organization and are motivated to contribute to its success. So, becoming engaged is about emotional bonding – buying in to an organization and developing the desire to help it achieve its objectives.
Just as with a couple or an engine clutch, engagement is the process of bringing two sides together in a fruitful way. Employees can seek to become more engaged, while at the same time managers can try to engage employees by winning hearts and minds in a variety of ways.
The House of Engagement summarizes the ten most important areas in which managers can find factors that will win the hearts and minds of people in the organization. This checklist of engagement factors is divided into four general categories that metaphorically resemble a house. The ‘ground floor’ of engagement is determined by the nature of the task environment in which people work, while the ‘upper floor’ is shaped by the team in which they work. The overarching roof is formed by the direction the organization is pursuing, while the basement on which the entire house rest is the leadership of the organization.
The ten parts of the House of Engagement are: