Employee Engagement.
Employee Engagement Overview.
Employee involvement is the step which workers feel
enthusiastic about their jobs, are loyal to the organisation, and bring
vulnerable effort into their work. According to Arrowsmith and Parker, (2013)
the strong method of employee engagement involves the human resources
department inquiring about the employment relationship to explain basic
problems such as employee voice and job design. The concept of employee
engagement plays a central role in global business as an organisation try to
improve the power of knowledge essential in now a day’s various work
environment (Albrech, 2011).
The employee engagement is the enhancement of an employee's emotional
connection with organisation, which affects his / her greater significant
effort at work dedicated employees are clear as people who show participation,
dedication, enthusiasm and strength in their work and show the feelings (Rout,
2017). An employee engagement is the degree to which employees are passionate
about work, loyal to the organization, and devoting discretionary effort to
their work. Employee engagement is different from employee satisfaction.
changing the management practices to improve employee satisfaction may improve
business unit performance, including profits (Harter et al, 2002).
Employee engagement by dividing the concept into five levels by referring to
the individual’s contribution to organizational achievement and satisfaction
(Bhuvanaiah et al, 2014).
• Engaged employees : Highly productive and happiest employees with full-time
work and dedication.
• Almost Engaged : Produce reasonably and relatively satisfied with the work
they are doing.
• Honeymooners and Hamsters :Very satisfied with the reputation of the
organization, work for rewards, but contribution to the organization ’s success
is low
• Crash Burners : Highly productive employees make the greatest contribution to
the success of the organization but are not happy with their personal success.
Due to lack of self-satisfaction may become dismissed
employees.• Disengaged :Employees are full of dissatisfaction and have a
negative view of organizational methods.
Figure: 1:1 An engaged employee
An engaged employees" are people who are full of
confidence, Knowledge, committed and passionate about the work, employee will
take positive actions to improve the reputation and interests of the
organization (Seijts, 2006).
Figure 1.1 (Dilys Robinson, 2004)
Establish A Culture of Employee Engagement
A practical guide on how to build a culture that can both
promote and sustain got engaged. It is important to realize that engagement is
not about zero-sum but more benefits from employees at less cost (Macey et al,
2011).
Ways
to Encourage Employee Engagement
1. Do
not skip Onboarding and Training: Employees cannot perform the duties, then the
employee will not participate. Employee will be confused, frustrated, and catch
up, leading to disengagement. Employees who can control the workload can be
proud of the work. Workers eager to achieve goals and working for the company.
Onboarding and training new employees are some of the most important steps to
ensure employees participate in the work. Ex : Oxfam GB is dedicated to developing
and supporting the learning of all staff across the organization (Oxfam.org,
2020).
2. Set Company Goals: In order to successfully conduct business, need a
business plan that lists the goals to be achieved. To attract employees, need
to involve them in achieving business goals. Ex : The present employer is
depending on an employee performance to ensure that organizational goals are
achieved, it is essential that employees ’skills, abilities, and expertise meet
the highest standards
3. Acknowledge Employees: Organization employees more praise, gratitude or any
other recognition, employees will not automatically participate. However,
employees feel that they are not visible, they will soon become separated from
the outside world. Ex : The present working place always needs to strengthen
its knowledge base and very important that the employees develops skill and
ability.
4. Focus on Employee Development: There are many reasons why job seekers apply
and accept positions, such as wages and benefits. However, many workers also
hope to have the opportunity to develop their careers. Ex : Softlogic treat all
employees with the utmost respect and dignity, provide opportunities for career
development, and fertilize disciplined interpersonal relationships
5. Don’t Micromanage: If employees are told exactly what to do and how to do
it, employees will have no time or motivation to do the job and will be more
like robots. If employees do not have the freedom to do things, they cannot
participate. Micro-management may harm your business. One business found that
micro-management caused 68% of employees to report low morale, while 55% of
employees said that this led to a drop-in productivity. The loss of morale and
productivity caused workers to actively leave work.
Video :1 (People Streme, 2009) What does employee engagement means
Employee engagement is usual known factor that affects productivity and
organisational success. The emotional commitment the employee has to the
organization and its goals.
List of references
Albrech, S.L., 2011. Handbook of employee engagement: Perspectives, issues,
research and practice. Human Resource Management International Digest.
Arrowsmith, J. and Parker, J., 2013. The meaning of ‘employee engagement ‘for
the values and roles of the HRM function. The international journal of Human
Resource management,
Bhuvanaiah, T. and Raya, R.P., 2014. Employee engagement: Key to organizational
success. SCMS journal of Indian Management,.
Harter, J.K., Schmidt, F.L. and Hayes, T.L., 2002. Business-unit-level
relationship between employee satisfaction, employee engagement, and business
outcomes: a meta-analysis. Journal of applied psychology,.
Macey, W.H., Schneider, B., Barbera, K.M. and Young, S.A., 2011. Employee
engagement: Tools for analysis, practice, and competitive advantage (Vol. 31).
John Wiley & Sons.
Oxfam International. 2020. Time To Care | Oxfam International. [online]
Available at: <https:/oxfam.org/en/research/time-care> [Accessed 30th November 2021].
Robinson, D., Perryman, S. and Hayday, S., 2020. The Drivers Of Employee
Engagement. [online] Semanticscholar.org. Available at:
<https://semanticscholar.org/paper/The-drivers-of-employee-engagement-Robinson-
[Accessed 29th November 2021].
Rout, E.L., 2017. A psychological perspective of employee engagement:
Implications for educational institutions. International Journal in Management
& Social Science, 5(1),
Seijts, G.H. and Crim, D., 2006. What engages employees the most or, the ten
C’s of employee engagement. Ivey Business Journal,
Hi Faiz, Agreed and I would like to add more benefits which employers get from employee engagement. Satisfied & happy employees create loyal customers to the business (Robertson-Smith and Markwick 2009). As well as higher Employee Satisfaction, Higher Retention and Lower Turnover, Higher Productivity, Increased Profitability, Less Absenteeism can be identified as benefits from employee engagement.
ReplyDeleteHi Amila, thanks for the comments. Engagement with The Organization measures how engaged employees are with the organization as a whole, and by extension, how they feel about senior management. Bhuvanaiah, T. and Raya, R.P., 2014
DeleteHi Ijaz. I am agreed with you. Also, as per the SHRM (2021), executives of companies have agreed that employee engagement is a crucial aspect of the increment of employer motivation. Pleasing an employee in the working environment through compensation and job satisfaction can cause a tremendous increment in the acceptable margin in employer activities which ultimately can be caused for an elevation of employer engagement. According to Baumruk( 2004), Employee engagement can be defined as an emotional & intellectual commitment to the association. Employees engaged with their organisation consistently deliver more than they get back from the organisation.
ReplyDeleteHi Nirmika, thanks for the comment agreed too. Engagement is a more specific measure of how employees relate to their direct supervisors. Topics include feeling valued, being treated fairly, receiving feedback and direction, and generally, having a strong working relationship between employee and manager based on mutual respect. (Armstrong,2014)
Deletehi ijaz, agree with you, adding to your points, elements of employee engagement the willingness, dedication and absorption (Schaufeli and Bakker, 2004). a better employee engagement within the organization will definitely supports in enhancing the relationship in between the employees and the employer.
ReplyDeleteHi Dineth, thanks for commenting. agreed on your review too. Employee Engagement is the mutual commitment between an organization and an employee, in which the organization helps the employee meet his or her potential and the employee helps the organization meet its goals. John Purcell (2013: 247)
DeleteHi Ijaz, well written article and adding to some points regarding the drivers of employee engagement. As stated by Ward (2018), an empowered employee will have a voice, and companies must ensure that mechanisms are in place to make sure their voices are heard. Secondly, engaging line managers, who ensure proper supervision and feedback is provided is also a driver of employee engagement (Ward, 2018).
ReplyDeleteHi Lakshan, thanks for your statement. Employee engagement goes beyond activities, games, and events. Employee engagement drives performance. Engaged employees look at the whole of the company and understand their purpose, where, and how they fit in. (Tampubolon, 2016).
DeleteI'm Ijaz, and I'd like to say hello. I also agree with you. Employee engagement, according to Elliott, is measured by attitudes and actions (2018). Employees that are completely engrossed in their work may characterize it as passionate and involved. They're ecstatic and feel obliged to take action. Predictable, proactive, and adaptive behavior allows work duties to be expanded as needed. Employees who are engaged go above and beyond their job responsibilities in areas such as customer service and creativity.
ReplyDeleteHi Isuru, Thanks for commenting. better decision-making. Organizations with an engaged workforce outperform their competition. They have a higher earning per share (EPS) and recover more quickly after recessions and financial setbacks. Engagement is a key differentiator when it comes to growth and innovation. (Pulakos, 2009)
DeleteAgree with you Ijaz. Further Organizations and scholars are concentrating on employee engagement because it predicts productivity, motivation, employee involvement, job performance commitment, and leadership (Baumruk, 2004).
ReplyDeleteHi Janakan, agreed wuth you too. expectations of employees have changed. Mobile professional careers are much more common than “job for lifers”. Retention of top talent is more difficult than before. (Markos and Sridevi, 2010).
DeleteAgree with you Ijaz. Adding more to your post, Crawford et al (2013) mentions that when people have interesting and challenging job duties, they feel inspired to invest their energies at work. Alfes et al., (2010) states three core facets of engagement namely, intellectual engagement, affective engagement and social engagement.
ReplyDeleteHi Gihan, thanks for commenting. A company that has an effective employee engagement strategy and a highly engaged workforce is more likely to retain top performers as well as attract new talent. Successful organizations are value-driven with employee-centric cultures.(Singh, 2019).
DeleteAgree with you ljaz. Organization actively pursue higher levels of employee engagement to maximize productivity, imbue positive energy within the organizational culture, and enhance organizational reputation within the industry or the broader business community (Simon Albrech, 2011).
ReplyDeleteHi Upeksha, thanks for commenting. Employee engagement surveys have been developed specifically to measure the performance, strategic alignment, competency and satisfaction of contributors. Engagement surveys must be statistically validated and benchmarked against other organizations if they are going to provide useful results. Without these things, it is difficult to know what you are measuring and whether the results are good or bad. (Schrita, O.,& Mohamad, H.S. 2017)
DeleteHi. Agree with you. A strong manager-employee relationship is a crucial factor in employee engagement and retention formula (Penna, 2007). Further Penna (2007) states meaning at work has the potential to be a valuable way of bringing employers and employees closer together to the benefit of both where employees experience a sense of community, the space to be themselves and the opportunity to make a contribution, they find meaning. Employees want to work in the organizations in which they find meaning at work (Penna, 2007)
ReplyDeleteHi Indika, thanks for commenting, agreed on your review. Engagement can be accurately measured with short surveys that contain just a few questions, but such short surveys can only provide an indication of whether employees are engaged. They have a hard time explaining why employees are engaged or disengaged because they lack detail. Without sufficient information, an organization cannot develop meaningful activities, training programs, strategies, and initiatives to raise levels of engagement. (Markos, and Sridevi, 2010),
DeleteAgree with you Ijaz. Further, employee engagement has emerged as a popular organizational concept in past years. It is the level of commitment and involvement of an employee towards the organization. An engaged employee is aware of the business context and works with coworkers to enhance performance within the job for the benefit of the company. Employee engagement develops a positive attitude among the employees towards the organization (Rout, 2017).
ReplyDeleteHi Dileep, Thanks for commenting. Employee engagement surveys provide organizations with invaluable information. Knowing whether employees are engaged or disengaged is only the first step. You also need to be able to take action on the results. You need to understand the key drivers of engagement and disengagement, and you need to be strategic in order to be able to plan activities or initiatives that will have the greatest impact on increasing engagement. Arrowsmith, J. and Parker, J., 2013.
DeleteEmployee engagement contributes to the success of an organization by primarily contributing to productivity, profitability and employee retention (Coffman & Gonzalez-Molina 2002). Dedicated and committed employees are a valuable asset to a company because they can increase productivity and gain an advantage over competitors (Albrecht et al. 2015); in return, organizations want to retain and reward these employees.
ReplyDeleteAlbrecht, SL, Bakker, AB, Gruman, JA, Macey, WH & Saks, AM 2015, 'Employee engagement, human resource management practices and competitive advantage: An integrated approach', Journal of Organizational Effectiveness: People and Performance.
Coffman, C & Gonzalez-Molina, G 2002, A new model: Great organizations win business by engaging the complex emotions of employees and customers’, Excerpt from Follow This Path, Warner Books, The Gallup Management Journal.
Hi Ravi, Thanks for the comments. Even companies with high overall levels of engagement will have areas that are struggling. These problem areas can have a big impact on company performance, with high levels of localized turnover and employee apathy. Albrech, S.L., 2011.
DeleteAgreed with you Ijaz , further Employee Engagement demonstrate the degree of responsibility and participation of an employee in the direction of to the organization and its values. Employee who is engaged have self-encouragement toward assigned the job and find the way to be personally important and manageable, and employee has the self confidence about the future of employee’s work( Saks,2006)
ReplyDeleteHi Manoj, Thanks for the comment. effective employee engagement strategy needs to be embraced by the entire organization. There is a clear gap between the optimism of upper management and what middle managers experience with their teams. To understand the whole-organization picture, it’s essential to have an effective, multi-directional communication strategy in the organization. (Armstrong,2014)
DeleteHi Ijaz, Agree with you. further this can be categorized in to levels of employee engagement as such, Highly engaged, Moderately engaged, Barely engaged and Disengaged (Jha and Kumar, 2016). As mentioned, it is important for an organization to achieve the ultimate goal and will help to achieve the employee goal as well (Markos, and Sridevi, 2010).
ReplyDeleteHi Deshani, Thanks for the comments. Agreed too. Employee engagement helps you measure and manage employees' perspectives on the crucial elements of your workplace culture. Albrech, S.L., 2011
DeleteAgreed, Employee engagement is usual known factor that affects productivity and organizational success, According to the Robinson, Perryman,and Hayday (2004) When an employee involves to decision making more the employee committed to achieving the set target .
ReplyDeleteHi Shazna, Thanks for review. employees are actively engaged with their work or if they're simply putting in their time. You can discover if your team building activities and human resources practices influence positive business outcomes or if there's room to grow.
DeleteSeijts, G.H. and Crim, D., 2006.
Hi Ijaz agreed, “Employee engagement is a heightened connection between
ReplyDeleteemployees and their work, their organization, or the people they
work for or with. Engaged employees find personal meaning in
their work, take pride in what they do and where they do it, and
believe that their organization values them (Allen )
Hi Ijaz, Agreed with you, Not all motivation is created equal. Broadly, there are two types of motivation: that which is internally derived, or intrinsic, and that which is externally derived, or extrinsic, (Molly, L.D., & Mark, A.R. 2017).
ReplyDeleteHi, Thank you for your review, Employers can encourage employee engagement in many ways, including communicating expectations clearly, offering rewards and promotions for excellent work, keeping employees informed about the company's performance, and providing regular feedback. Bhuvanaiah, T. and Raya, R.P., 2014
DeleteEngaging employees is essential for retaining valuable talent and for employee satisfaction. An employee engagement company, help corporates and other organizations to engage their employees in a fun and innovative manner. These fun ideas also help in the employee's team-building process.
ReplyDeleteAmazing Blog! If you’re looking for team building or event ideas, then you’re in the right place. Our new 2022 HR Engagement Calendar includes all the dates HR professionals should know, from working schedules to National holidays. It also features lighthearted workplace celebrations and games.
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ReplyDeleteIndoor Team Building Activities for employees are a incredible way to bring your teams together. Some of the most exciting team-building exercises are listed here. These activities have been devised specifically to increase employee morale.
ReplyDeleteNice Blog! Want to have fun with your friends and colleagues? Online employee engagement company in India that helps you work well together and increase the productivity among employees. We will tell you about the most exciting activities for your team.
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