Employee Engagement

Employee engagement can be defined as, the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work.Further Employee engagement is the strength of the mental and emotional connection employees feel toward their places of work. It is NOT the same thing as happiness, satisfaction, or well-being.

Pleasure, laughing over lunch with coworkers, enjoying the holiday party, says nothing about how invested workers are in the organization or how hard they work on behalf of the objectives of the organization. Happiness is a measurement that is short-term and changing rapidly.

Employee engagement affects just about every important element of an organization. Employees who are connected to their organization work harder, stay longer, and impact employee and business outcomes including:

· Increased productivity

· Increased profitability and revenue

· Better customer service

· Lower employee turnover

· Better recruitment and talent acquisition

· Greater brand presence and reputation

Engagement can be measured through two methods,

1. Traditional Models of Employee Engagement

Traditional models of employee engagement use variations on a single theme: say, stay, and strive.

· Say: How likely employees are to speak highly of their employer

· Stay: How long employees plan to stay at the organization

· Strive: How likely employees are to go the extra mile for their organization

 

2. Modern Models of Employee Engagement

· Work engagement: I find my work engaging.

· Team engagement: My immediate coworkers are committed to this organization’s overall goals.

· Organization engagement: I recommend my organization as a great place to work.

 

However in modern world employee engagement can be improved by the managers and organizations as follows, 

1. Listen to their employees.

Organizations and managers need to take the time to actively listen and gather feedback from their employees. Ask them what they want to achieve, what obstacles are in their way, and what you can do to help. Utilize pulse surveys, one-on-one meetings, and feedback tools to help scale your initiatives and reach every individual on a personal level.

2. Focus on specifics.

Humans are complex creatures with feelings, facts, and experiences. You’ve got a lot of data on your hands so focusing on what matters to your organization is important. Organizations and managers should distill and prioritize the wide variety of comments and issues they’re sure to receive to make meaningful change.

3. Transform your approach.

Through intimate employee relationships, managers are responsible for deciding what work needs to be done with the help and support of leadership, HR and the organization as a whole. Improving engagement is a process of continuous, incremental improvement that involves stakeholders at every level.

There’s no secret sauce when it comes to improving employee engagement, but there are tools that can help. Finding modern tools that focus on employee success is the best way to evolve organization’s strategy and foster a talent-centric culture for the future.

Reference

 

4Hastings, R. (2009, March 4). The "what" and "why" of employee engagement. https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/whatandwhy.aspx

 

www.custominsight.com/employee-engagement/survey/what-is-employee-engagement.asp