Employee Engagement
Employee Engagement is defined as,
“a work place approach resulting in the right conditions for
all members of an organization to give of their best each day, committed to
their organizational goals and values, motivated to contribute to organizational
success, with an enhanced sense of their own wellbeing”
(What is Employee Engagement, 2016)
The definition itself outlines the importance of employee engagement
for both organizations and employees as it covers the employee commitment towards
achieving organizational goals, motivation, employee wellbeing.
While the importance of the subject is increasing day by
day, it is noted that employee engagement rates are decreasing. As per results
published by Gallup for 2016, 24% of worldwide employees are actively disengaged
while only 13% are actively engaged. (Carter, 2016) (Gallup, n.d.)
Managers failing to identify and meet the demands of
employees are the main reason for employee dis engagement. (Reilly, 2014) Dis engaged
employees will cost organizations through less productivity, higher turnover
rates, higher levels of absenteeism, negative impact on brand image as well as unhappy
customers.
What needs to be done towards employee engagement
Conducting a proper engagement survey would be
the first point. (Federman, 2009)
Understand the different requirements, job expectations of your employees and in return let the employee understand organizational expectation from them. Once both parties are clear on each other’s expectations it is easier to design the path to ensure both achieves those.
Understand the different requirements, job expectations of your employees and in return let the employee understand organizational expectation from them. Once both parties are clear on each other’s expectations it is easier to design the path to ensure both achieves those.
Establish proper communication channels between organization
and employees that will enable employee to have regular feedbacks on his performance
as well as organizations performance and status. (Reilly, 2014)
Create a healthy job environment, where employee will be
provided with required resources, training, safety as well as excellent work
relationships with peers, subordinates and superiors.
Once above are in place organizations will see a boost in
the productivity, motivation as well as employee retention that will take organization
to the next level of its success.
References
References
Carter, B. (2016, December 31). Access Pearks.
Retrieved December 01, 2017, from accessperks.com:
https://blog.accessperks.com/2016-employee-engagement-loyalty-statistics
Federman, B. (2009). Employee Engagement. In B.
Federman, Employee Engagement (p. 60). San Francisco: Jossey Bass.
Gallup.
(n.d.). Retrieved November 30, 2017, from news.gallup.com:
http://news.gallup.com/businessjournal/200108/damage-inflicted-poor-managers.aspx
Reilly, R. (2014, January 7). Five Ways to
Improve Employee Engagement Now. Retrieved December 01, 2017, from
news.gallup.com:
http://news.gallup.com/businessjournal/166667/five-ways-improve-employee-engagement.aspx
What is Employee Engagement. (2016). Retrieved December 01, 2017, from
EngageforSuccess.com: http://engageforsuccess.org/what-is-employee-engagement
I would like to add some details I came across on the topic.
ReplyDeleteEmployee engagement deals with not only the physical contract signed between the employer and the employee, but is a mental/psychological contract between the two parties. It is concerned in creating a link between the goals/ambitions of the employees and the organizational goals. This alignment is a key factor in creating a successful employee engagement in an organization. This should be considered when creating roles, and in the recruitment process, through the consideration of personality tests (along with the educational and professional competencies) in order to find the matching candidates.
“Enhancing job engagement starts with job design or ‘role development’” (Armstrong, 2006)
Further the organization structure, system of work and leadership (Armstrong, 2006) are also key factors on creating a great employee experience through enhancing employee engagement.
The employee engagement with the organization should kick off even before the signing physical contracts by both parties and should continue through the employee life cycle.
The Hay Group model of engaged performance speaks about six elements concerned on the topic.
1. Inspiration/Values
2. Quality of Work
3. Enabling Environment
4. Tangible Rewards
5. Work-Life Balance
6. Future Growth/Opportunity
(Armstrong, 2006)
I believe that if the employer and employee both have a clear psychological contract with regard to the above elements the outcome, which is employee engagement would benefit both parties positively.
References
Armstrong, M. (2006) Human Resource Management Practice. 10th edition. London: Kogan Page Limited.