Employee Engagement

 

Employee Engagement


 

Employee engagement refers to how enthusiastic employees are about their jobs, how involved they are in the organization, and how much discretionary effort they put into their work.

While companies endeavor to enhance employee satisfaction, advances do not always translate into improved overall performance. Ones that are "happy" with their jobs are usually the same employees who annoy high-performance employees. Top performers appreciate the exchange and look for ways to improve and question the status quo. They want all employees to be held accountable for delivering outcomes, while low performers avoid taking responsibility, cling to the status quo, and face change.

Employee engagement is distinct from employee satisfaction, which measures how satisfied or dissatisfied your employees are. It is not discussed how motivated, engaged, or emotionally committed they are. Getting pleased refers to a salary for a few workers who do the same amount of effort.

Worker engagement is more than just sports, activities, and events. The worker's employment determines the outcome. Workers that are engaged take a holistic view of the organization, understanding its function, as well as where and how it fits in. It aids in better decision-making. Corporations surpass their competitors thanks to a dedicated workforce. They have better earnings and recover faster after recessions and monetary setbacks. Commitment is a crucial differentiator in terms of growth and productivity.

Commitment can be accurately measured in short surveys with only a few questions, but such surveys can only provide an indicative of whether workers are working. Due to a lack of specificity, we have difficulties describing why workers are engaged or disengaged. Without proper information, an organization cannot develop relevant activities, training programs, policies, or efforts to boost contact rates.


HR will assist the company in developing an effective employee engagement plan, but the entire organization must buy in. Upper management optimism differs significantly from what middle managers do with their employees. To comprehend the complete organization's image, it is critical to establish a robust, multi-directional communication plan within the business. One of the most critical components in corporate success is effective communication. Individual workers, teams and divisions, and the enterprise as a whole may explain and relate what success looks like in thriving organizations. This will boost the organization's commitment.

 

References

 

Abbott, J., 2003. Does employee satisfaction matter? A study to determine whether low employee morale affects customer satisfaction and profits in the business-to-business sector. Journal of Communication Management, pp.333-39.

Wellins, R.S. & Bernthal, P., 2015. EMPLOYEE ENGAGEMENT: THE KEY TO REALIZING COMPETITIVE ADVANTAGE. Development Dimensions International, Inc.

Williams, G. & Davies, F., 2012. Using social exchange theory to predict the effects of hrm practice on employee outcomes. PhD Thesis.

 


 

Comments

  1. Dimunge wasanthaMay 7, 2022 at 6:08 AM

    Good article.

    ReplyDelete
  2. Sudath MBA | 2022May 8, 2022 at 9:33 AM

    The article clearly describes all aspects of the employee engagement process. Employee engagement is one of the main factors in success of an organization and also reduction in labour turnover. This article gives the reader a good understanding of the topic.

    ReplyDelete

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