The
term Employee Engagement generally
seems simpler than it really is, engagement is not just satisfaction; it is a
more holistic approach that includes a number of factors and drivers
behind it. According to Khan (1990) defined employee engagement as ‘the
harnessing of organization members ‘selves to their work roles; in engagement
,people employ and express themselves physically ,cognitively ,and emotionally
during role performances’.
The
basic components of employee engagement are more or less the same in all organizations:
trust, fairness, respect, communication, etc. are universal. However, the most
important specific elements differ from one company to another.
Building
a highly engaged workforce requires a combination of several elements; each of
them has a different impact on people. Employee engagement could be grouped
into several factors….
Engagement with your manager;
what you think of your boss, whether you are treated fairly or not, receive
feedback, coaching and in general, mutual respect and the relationship between
both of you.
This
is a very important factor for being fully committed to work; however, it is
not the only factor, contrary to the old saying "people leave managers,
not organizations". Research has shown that this is no longer true when
people leave; it's usually a combination of different things that causes the
turnover. A bad manager can force someone to leave, but generally there are
many other factors that create poor performance or a departure.
Engagement with the organization; is
another drive for being engaged, but how is it measured? It is usually measured
by; how the employees are satisfied with the organization’s values, the upper
management, the strategy, and the organizational leadership as a whole.
Benefits of engagement
When
employee engaged in their work,
- Higher level of productivity
- A boost to your bottom line
- Better retention rate of your top talent
- An increased sense of health and well-being
- And surprisingly decreased healthcare cost
With the right knowledge, the right tools and, most importantly, the right mindset, this can be a powerful way to transform an organization and improve the organization's results
Figure 1: Employee engagement is driving real business
value (Weber, 2012)
Reference
Kahn, W. A. (1990). Psychological conditions of
personal engagement and disengagement at
work. Academy of management journal
Weber, J., 2012. How Employee Engagement is Driving Real
Business Value. [Online] Available at: https://taigacompany.com/how-employee-engagement-is-driving-real-business-value/
[Accessed 8 January 2020].
HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore employee engagement, what it means to be an engaged employee and a proven method for measuring employee engagement.
ReplyDeleteThanks sameera for your comment,The management of the organization needs to listen to employees' ideas and provide the employees adequate space when it comes to performing the job or involve them in decision making to see better results in employee engagement.
DeleteHere are a few ways you could be measuring employee engagement on a regular basis.
Define a Goal for Employee Engagement
Establish Key Metrics and Measurements
Communicate Effectively for Transparency
Overcoming Roadblocks
Build an Action Plan
Thank Employees
Focus on Long-Term Success
Employee Engagement is a new concept attracting more importance in recent years. It considers employees as the key to the organization’s success. Engagement also provides mindfulness, motivation, creativity, authenticity, non-defensive communication, ethical behavior.If an employee engages to work, he or she will feel an ownership, and come work to perform. Job will not be a burden and produce a greater result in more efficient manner.
ReplyDeleteThanks for you feedback mufthas this will add more value to this blog
Delete