The 3Cs of employee engagement are the most important aspects of employee engagement to take into consideration (career, competence and care) ; 1. Career 2. Competence 3. Care

1. 3Cs of employee
engagement: Career,
competence, and care
• By CIO Women Magazine
The 3Cs of employee engagement are the
most important aspects of employee
engagement to take into consideration
(career, competence and care)

2. 1. Career
3Cs of employee engagement, People often want to advance their careers after
they join a company. Employees are more likely to feel like they belong to a
company if upper management and direct supervisors invest time and energy
into helping them advance in their careers. As a result of the management’s
investment in their professional development, they are more invested in the
company.
Through work rotations, critical responsibilities, demanding assignments, and
promotions, an organization may help its people develop their skills and advance
in their careers. They need to be trusted with a certain amount of responsibility
and given the opportunity to make their own choices. If businesses are serious
about helping their employees grow professionally, they may expect to see a
whole new generation of workers emerge.
2. Competence
3Cs of employee engagement, Ability to develop new skills is the essence of
competence. There has to be consistent seminars and training for workers to
assist them improve their abilities and knowledge. Workable skills should be a

3. priority. After a few months on the job, the majority of workers start looking for
ways to improve their skillset inside the company.
Competence is the capacity to take advantage of possibilities for progress, while
a career focuses on real advancement in terms of title, salary, privileges, and
authority.
Employees are more likely to feel invested in their work when they have
opportunities to develop emotionally and professionally in addition to
financially. After a year on the job, most workers desire to advance their careers
by either gaining more training or taking on more responsibility. The company’s
priority here should be on assisting the worker in becoming more proficient in
their field by acquiring new, applicable abilities.
When an employer takes an interest in a worker’s professional development, that
worker will almost always contribute to the company’s success. An ancient adage
states, 3Cs of employee engagement, “As the staff increases, so does the
organization.” When we speak about growth it does not simply mean expansion

4. in numbers but it covers much more than that. Acquiring new knowledge,
abilities, responsibilities, and/or experience all count as growth.
3. Care
A “caring manager” is one of the most important factors in achieving high levels
of employee engagement. A management should take the effort of understanding
their staff beyond merely fulfilling deadlines. The Manager should strive in
building a work-life balance among his team and promote an employee’s well-
being and health.
3Cs of employee engagement, The manager is responsible for encouraging the
group’s growth and development as a unit via activities including team building,
team engagement, and team motivation. When a manager dedicates themselves
to their team’s growth, they foster an exciting workplace where everyone is
motivated to provide their best effort.
Managers’ ability to make their staff members feel like they are vital to the
success of the company is often recognized as their greatest artistic achievement.

5. Managers need to have compassion for their employees and an awareness of the
challenges they face in their daily lives. Care and attention shown to workers on
a daily basis may go a long way toward fostering a sense of community and
loyalty.
Key Players in Enhancing Employee
Engagement
1. Immediate Supervisors and Managers
Immediate supervisors and managers, who are located at the very base of the
pyramid, are responsible for playing the most crucial role in elevating the levels
of workers. 3Cs of employee engagement, They are able to readily determine
their activities and figure out what will keep them engaged since they spend
more time with them than the HR professionals and senior executives do. This
allows them to compare their observations.
They are the ones who execute the process and determine the degree of
satisfaction of their workforce. Although the directives originate either from top
management or HRD, they are the ones who implement the process.
They may engage in conversation with workers and fill up scorecards with
information such as the employees’ behaviors, the factors that inspire them, and
their degree of happiness with their jobs. This is the first phase in the process,
and it is also the one that is the most significant overall.
2. Human Resource Department
The Human Resource Department analyzes the data provided by the managers in
order to get a sense of the general sentiment held by the workforce. 3Cs of
employee engagement, They highlight the most frequent issues that lead to a
reduction in employee engagement as well as the most common possibilities that
might lead to an increase in employee engagement.
They investigate each and every case in great detail in order to find the
weaknesses in the system and bring this information to the attention of upper
management.

6. Senior Leadership or Top Management
They go over the complete report as well as the procedure that was established
by the HRD or a management consulting business in order to increase the levels
of employee engagement. 3Cs of employee engagement, They contribute to the
process by determining which activities should be prioritized and by making
expenditures.