Employee Engagement

Hey Readers. Let’s talk about employee engagement.

In simple words, how much a person is involved with their organization and its values is “employee engagement”. Employee Engagement is a measurable degree of an employee’s positive or negative emotional attachment to their job, colleagues and organization which profoundly influences their willingness to learn & perform at work. An “engaged employee” is one who is fully involved in, and enthusiastic about, his or her work and thus will act in a way that furthers their organization’s interests.

What Is Employee Engagement? Definition, Measurement, Drivers, and ...

The Four Levels of Employee Engagement:

  • Engaged and Committed: These include those employees who are actively involved in the processes and are emotionally attached to their organization. They consider the organizational goals as their own and keenly work according to that.
  • Engaged but not committed: These include employees who are engaged in their work but are not committed to the organization and vice versa. They are motivated but not that much is visible in their performance. This can be due to internal conflicts, bad reputation etc.
  • Neither engaged, nor committed: They are neither engaged to their work nor committed to the organization. 
  • Actively Disengaged: These are the employees are that not at all good for any organization. These people are not interested in their own job and don’t feel any attachment but the worst part is that they won’t let others do the work. They hamper the productivity of high performing employees.

Benefits of Employee Engagement:

  • Increased productivity
  • Customer Satisfaction
  • Better communication
  • Great Commitment
  • Efficient Team Working
  • Higher Retention

Key Drivers of Employee Engagement:

  • Decentralized power structure: 

    One of the main drivers of employee engagement is a decentralized power structure. When you pass on some executive powers to your high performing employees they feel obliged. It fills them with a sense of responsibility and makes them accountable. This way it also becomes easy for them to apply new innovative ideas.

  • Freedom of opinions:

    Employees who feel free to share their opinions and ideas are more productive. You should encourage your employees to express their views more often. Also, conducting regular one on one meetings with your workers is a great way to hear them out.

  • Acknowledging employees:

    They feel a sense of gratification knowing their work has been beneficial. Therefore, a manager and other heads should make it a point to appreciate the employees and their efforts. It gives them a sense of belonging and they feel worthy about their work. So, no matter the amount of contribution, it is very importay to recognize and appreciate employees.

  • Growth and development:

    An employee aspires to learn and grow at his or her workplace. It is a quintessential element that every job seeker looks forward to while joining an organization. But failing to provide the scope for growth and development leads to dissatisfaction.

    Employee Engagement - Starfish Taylor

Employee Engagement is an important process and managers as well as employees should consistently take part in it. They must work together and appreciate each other work for increasing overall productivity of any organization.

(Source: https://blog.vantagecircle.com/employee-engagement/)