Employee Engagement Theory - Early Engagement
Michael C. Fina’s Early Engagement employee recognition program uses a series of customized, bi-directional communications to engage your employees early and often. Using our e-Service Recognition® platform, we automatically schedule a campaign of emails, feedback questionnaires, and branded gifts to employees to make sure that they feel connected to your company immediately. Managers receive emails in tandem to ensure that they are taking an active part in engaging their new employees.
At its core, the program establishes and reinforces Michael C. Fina’s employee engagement theory, which consists of nine primary elements. These are the factors that attach employees to the company culture, influencing loyalty and retention:
- Believing in the company’s mission, vision and values
- Understanding the corporate strategy
- Developing a strong manager-employee relationship
- Defining employee goals and expectations
- Building cohesive co-worker relationships
- Offering opportunities to learn
- Recognizing the value of each employee
- Reinforcing performance reviews
- Creating a real sense of value
Through regular touchpoints of communication and recognition that are connected to a company’s values and culture, employees understand business priorities and how their performance aligns with those priorities. Equally important, they feel connected and immediately appreciated for their contributions to the organization.
