1) Benefits of Employee Engagement
Employee engagement is the process through which employees are passionate about their employment, loyal to the organization, and willing to put in a significant amount of effort into their work. According to Arrowsmith and Parker (2013), a powerful technique of employee engagement is the human resources department enquiring about the work relationship in order to clarify basic issues like employee voice and job design. Employee engagement is a key idea in global business, as organizations strive to increase the power of knowledge, which is critical in today's diverse work environments (Albrech, 2011).
Employee engagement is defined as the improvement of an employee's emotional connection with a company, which impacts their willingness to put in more effort at work. Employees that are dedicated are those who demonstrate involvement, devotion, excitement, and strength in their job, as well as communicate their views (Rout, 2017). Employee engagement refers to how enthusiastic people are about their jobs, how loyal they are to the company, and how much discretionary effort they put into their work. (Harter et al, 2002) Stated that employee happiness is not the same as employee engagement. Changing management techniques to boost employee happiness might boost business unit performance, including profitability. According to Bhuvanaiah et al, (2014) employee involvement is divided into five stages as shown below, each of which refers to an individual's contribution to corporate success and happiness.
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 and 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
Do Not Skip Onboarding And Training
If employees cannot perform the duties, then the employees 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).
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
Acknowledge Employees
If the employees are not praised, not given 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 it is very important that the employees develop skill and ability.
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.
Example : Softlogic treats all employees with the utmost respect and dignity, provides opportunities for career development, and fertilizes disciplined interpersonal relationships (Softlogic, 2020).
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 1.0 explains about HR Basics and series of a short courses, designed to highlight what you need to know about a particular human resource management topic. It explains how in today’s HR Basics, Also explore employee engagement, what it means to be an engaged employee and a proven method for measuring employee engagement. Engaged employees as those who are involved in, enthusiastic about and committed to their work and workplace. To create an environment where people flourish, employers need to understand what it means to be an engaged employee and how to manage people for engagement in their workforce. Although the concepts of employee engagement and job satisfaction are interrelated, they are not synonymous. Satisfaction is about the employee being happy with their job or organization. Satisfaction is an attitude, like organizational loyalty or pride. Engagement is about the employee being actively invested in their work and the value they add to the organization. Engagement predicts satisfaction, as well as many other concrete organizational results. Gallup measures employee engagement using a 12-element survey – called the Q12 - rooted in employees' performance development needs. Each question reflects one element of great management. Through rigorous research, Gallup has identified 12 core elements that link to key organizational outcomes. These 12 statements emerged as those that best predict employee and workgroup performance. Creating a culture of engagement requires more than completing an annual employee survey and then leaving managers on their own, hoping they will learn something from the results that will change the way they manage. It requires an organization to take a close look at how critical engagement elements align with how managers understand and manage employee needs.
Video 1.0 : Employee Engagement
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 20 July 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 20 July 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,
Softlogic.lk. 2020. Softlogic Holdings PLC. [online] Available at: <http:// softlogic.lk/> [Accessed 20 July 2021].
Agreed with your statements and as per the (Robinson et al., 2004) Employee engagement is a term which is used to refer the strength of emotional and mental connection of employees towards the work and job.
ReplyDeleteYes, Agreed Sumeera. Maduka & Okafor (2014) remarks that, this is where the challenge arises to the management in order to understand and identify the correct driving force which encourages the willingness of employee, to enhance the employee performance.
DeleteAgreed with the argument about benefits of employee engagement, to gearing up the organization with higher profitability, the leaders of the organization should keep the employee engagement (Kortmann et al. 2014). Bersin in 2014 also mentioned same thing in different way that employee engagement is positively affected to financial performance of the organization. But it is identified that some leaders limit their focus to company products and processes than employee engagement to the organization(Hill & Birkinshaw, 2012).
ReplyDeleteAgreed Thushari, Also Ovidiu (2013) suggests that management can simply focus on two aspects of which, one is to concentrate in reducing the factors that causes job dissatisfaction while the second is to concentrate in improving the motivating factors along with the employee empowerment which eventually leads to employee motivation, along with improved performance.
DeleteWell said Nimna and I agree with your views. Also Armstrong (2012) states that motivation is concerned with the strength and direction of behavior and the factors that influence people to behave in certain ways. The term ‘motivation’ can refer variously to the goals individuals have, the ways in which individuals chose their goals and the ways in which others try to change their behavior.
ReplyDeleteIn addition, by collaborating with highly engaged employees, an organization can sustain life long. Strive workforce is an unsurpassed asset for the company (Rana and Chopra, 2019). Agreed with the argument above.
ReplyDeleteYes, Agreed Amila, Also Maduka & Okafor (2014) remarks that, this is where the challenge arises to the management in order to understand and identify the correct driving force which encourages the willingness of employee, to enhance the employee performance. Also Ovidiu (2013) suggests that management can simply focus on two aspects of which, one is to concentrate in reducing the factors that causes job dissatisfaction while the second is to concentrate in improving the motivating factors along with the employee empowerment which eventually leads to employee motivation, along with improved performance
DeleteAgreed with your arguments. Further, engagement can affect employees’ attitudes, absence and turnover levels and various studies have demonstrated links with productivity, increasingly pointing to a high correlation with individual, group and organizational performance, a success measured through equality of customer experience and customer loyalty (Hemsley, 2008)
ReplyDeleteI agree with your views Nuwan Randika and Armstrong (2012) states that motivation is concerned with the strength and direction of behaviour and the factors that influence people to behave in certain ways. The term ‘motivation’ can refer variously to the goals individuals have, the ways in which individuals chose their goals and the ways in which others try to change their behavior.
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ReplyDeleteAgreed.A company with a highly engaged workforce will have happy employees who are dedicated to their jobs, resulting in increased overall productivity and fewer employee turnover. As a result, establishing proper policies and frameworks to promote employee involvement is a major priority for the company. (Vance, 2006)
ReplyDeleteYes, Agreed Menupa. This reason has led management to create an competitive edge over other companies as Janine (2019) states that the motivation being a driving factor which enables a behavioral change towards attaining individual goals, can be used as the carrot in front of rabbits excluding the stick, as it produces and improves better performance removing the fact of fear.
DeleteAgreed. Engaging the right employees in demonstrating the right behaviors remains a critical ingredient for companies looking to raise performance levels in today's challenging economic conditions. Global engagement levels have increased slightly over the past year but four out of ten employees are still not engaged. There are some key areas to focus on in terms of action that have been proven to make a difference in organizations with high levels of engagement (Jenny Merry ,2013)
ReplyDeleteAgree with you Chandana, According to Dobre, (2013) almost all organizations is in a competitive environment, all organizations want to be successful. In order to that, the organization should create a strong and positive relationship with their employees and direct them towards goal achievement. In order to achieve their goals and objectives, organizations develop strategies to compete in highly competitive markets and to increase their performance. However, few organizations consider the human capital as being their main asset, capable of leading them to success or if not managed properly, to decline. If the employees are not satisfied with their jobs and not motivated to fulfill their tasks and achieve their goals, the organization cannot attain success.
DeleteAgreed and would like to add that The BlessingWhite (2006) study has found that almost two third’s (60%) of the surveyed employees want more opportunities to grow forward to remain satisfied in their jobs. Strong manager-employee relationship is a crucial ingredient in the employee engagement and retention formula.
ReplyDeleteThank you Jayashi. Evita (2011) emphasizes that a truly motivated employee workforce reflects a competitive organization with higher productivity, efficiency and quality with creativity along with happy workable environment, filled with positive energy. For this reason Mohsen et al (2017) considers such motivated employees as the engine of the organization
DeleteI agree with your point of view. The latest Gallup (2020), Mete analysis brief on Employee Engagement and Team Performance report backs this up. According to this, having highly engaged teams would result in fewer negative outcomes, more good outcomes, and higher organizational performance.
ReplyDeleteAs you correctly stated Lederman (2018) has mentioned in his book CRAVE that we can Enhance Employee Motivation in 10 Minutes and he further explains that the Strategic employee recognition is a management discipline that goes way beyond 'being the right thing to do.' Recognition should not be viewed only as a feel-good, altruistic endeavor. In addition Armstrong (2013) stated motivation and commitment are generally being replaced now in business by engagement, because it appears to have more descriptive force and face validity.
DeleteI do agree with your arguments. Engaged employees give vital competitive benefits to the organization. The higher the employee engagement the lower the employee turnover. Thus, irrespective of the size and nature of the organization, todays, organizations have invested to boost the engagement and commitment in their workforces (Vance, 2006).
ReplyDeleteWell said, Amali. Brad (2017) says engaged employees are typically the employees who are motivated intrinsically. The author also believes employee motivation and employee engagement cannot be attained one without the other. Shawn (2016) adds more value and makes it simple to understand by explaining that the employees show a general percentage of engagement towards their job not because they are emotionally willing, but they are liable to be bound with the job. The reason “Why” is determined by the motivation which can comprise Intrinsic or extrinsic motivators, depending on the Individual psychology. “What” it provide is the perfectly applied engagement that arouses emotionally, representing an enhanced performance.
DeleteAgreed with the argument points. High-performing organizations have healthy and engaged employees. Their work environments are designed to enable the development and utilization of the “people capacity” required for success (Lowe 2010).
ReplyDeleteAgree with you ,according to Armstrong, (2014), motivation is the strength and direction of behavior and the factors that influence people to behave in certain ways. People are motivated when they expect that a course of action is likely to lead to the attainment of a goal and a valued reward – one that satisfies their needs and wants.
DeleteClarke (2019) says mentoring employees by supporting as a role model in times of need has been proven to improve engagement. Furthermore, encouraging teamworking among employees not only improves team work skills and engagement, but also helps bring innovative ideas in to the table.
ReplyDeleteWell said Menaka, Vrooms expectancy theory is a cognitive theory, which arouse on that definition of motivation. The theory discusses the relationship between employee effort, performance and rewards with the formulation to practical scenario, in order to support managers with the estimated chances and probabilities, with relative to changing situations (Richard et al, 2004).
DeleteYes can agreed with the statement.Factors that influence employee engagement can be but not limited to: job characteristics, reward and recognition, perceived organizational and supervisor support. Job characteristics will affect employee engagement by 22%, Reward and ecognition will affect by 28.6%. Organizational support affects employee engagement by 27.1% and perceived supervisor support affected employee engagement by 25.1% (Margaretha, et al., 2018)
ReplyDeleteNice Blog! We are the leading employee engagement company in India that helps to boost unity in employees. We bring all your team members together to share knowledge and connect with each other.
ReplyDeleteEmpower your employees and drive business growth with our customizable engagement strategies. Trust our expert team to create a workplace culture that inspires and motivates your employees to do their best work. For more details about our best Employee Engagement Company in India, visit our website!
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