Getting support drives engagement. Employees feel safe in a workplace that has supportive leaders and managers and trusting relationships. Workplaces of trust and predictability are engaging.
Employees who perceive higher organizational support and other benefits for working at an organization are more likely to reciprocate with higher levels of engagement. Employees tend to give to the organization based on what they perceive they receive in return—a personal return on investment.
Support drives engagement. So what can a company do to provide a supportive workplace?
There are a variety of types of support an organization can offer its employees that will drive engagement. Examples of support include the following:
Perceived organizational support can buffer the negative impact of high demanding and stressful work and enhance work engagement (Zacher & Winter, 2011).
If you are a manager or supervisor, are you providing your employees the support that they need? Of course, employees must ask for the support that they need. But managers must ask the right questions so they know how they can support their employees. One of the key roles of a manager or supervisor is to help each employee flourish. Are you supportive to others at work?
Examples of questions an employee should consider in evaluating caring and support: