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Managers 'must distinguish between types of staff engagement'
Management staff must do more to distinguish between different types of employee engagement in order to gain true insight into their staff's behaviour and performance.
Research from the Chartered Institute of Personnel and Development and Kingston University Business School has highlighted a crucial difference between transactional and emotional engagement.
Staff who are only transactionally engaged are tuned in to the needs of their task or job role at hand, but may not necessarily be happy in their job, thus making them more likely to perform worse or leave for a better offer.
By contrast, emotional engagement is linked to an appreciation of a company's mission and values, meaning workers are more likely to go above and beyond expectations for their employer, as well as giving them higher levels of wellbeing.
Angela Baron, research adviser at the CIPD, said: "Interpretation of engagement scores needs to be carefully underpinned with insight from line managers and HR practitioners with the ability to identify the different dimensions at play in the workplace."
Earlier this month, the CIPD noted that one issue which often holds back employee engagement is the problem of managers overestimating their own abilities.
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