Employee Engagement

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What is Employee Engagement?

Employee engagement is making the employee to give their best each day at work, committed to their organization goals (Armstrong, 2017), motivated to contribute to organizational success (Armstrong, 2017), with an greater sense of their own personal development and success. Employee engagement is about positive attitudes and behaviors leading to improved business outcomes, in a way that they trigger and reinforce one another.

Employee Engagement is far important concept in organizations these days for the success of the organization depends on it.  The amount to which employees are satisfied with their jobs, feel valued, and experience collaboration and trust. Engaged employees will stay with the company longer and continually find smarter, more effective ways to add value to the organization. The end result is a high performing company where people are flourishing and productivity is increased and sustained (Catteeuw F, 2007).

Providing a clear objective which is realistic and understandable, good working condition, Freedom at work, proper reward and recognition scheme, opportunities for personnel development, job variety and job satisfaction will drive the employee to engage in business fully committed and dedicated (Crawford et al., 2013).

Employee Engagement is important on employee retention, higher level productivity, improved attendance and higher customer satisfaction and advocacy (Armstrong, 2017). 

Categories of employee engagement

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According to Gallup there are three different levels in employee engagement.

Ø  Engaged Employees - They are aware of the expectations of the employer with their job role and they can meet and exceed those expectations. They perform at consistently high levels and use their talents and strengths at work every day and make the organization succeed. These employees work with positive attitude toward their goals.

    Engaged employees are the “backbone of good working environments where people are industrious, ethical and accountable”  (Cleland et al., 2008).

Ø  Not Engaged- These kinds of employees tend to do their day to day work rather than the goals and outcomes they are expected to accomplish. They want to be told what to do, just so they can do it and say they have finished. Employees who are not-engaged tend to feel their contributions are being ignored, and their potential is not being recognized. They often feel this way because they don’t have productive relationships with their managers or with their coworkers.

Ø  Actively Disengaged– They are not just unhappy at work; they’re busy acting out their unhappiness at the work place. They always thing negatively on every aspects and never try to full fill the employers expectation. The workers are relying on each other to produce product and services will be weaken to do their job properly because of these workers and it will cause great damage to the organizations success.

References

Anon., n.d. Gallup. [Online] Available at: www.gallup.com
[Accessed 12 9 2018].

Armstrong, M., 2017. A Handbook of Personnel Management Practice. s.l.:Kogan Page Limited.

Catteeuw F, F. E. V. J., 2007. Employee engagement: boosting productivity in turbulent times. Organization Development Journal, 25(2), pp. 151-157.

Cleland, A., Mitchinson, W. & Townend, A., 2008. Engagement, Assertiveness and Business Performance – A New Perspective. s.l.:Ixia Consultancy Ltd.

Crawford, E. R., Rich, B. L., Buckman, B. & Bergeron, J., 2013. The antecendents and drivers of employee engagement in (eds). s.l.:s.n.

Kahn, W. A., 1990. Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33(4), pp. 692-724.

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