What is Employee
Engagement
Over the last two
decades, employee engagement has been a hot topic of research for motivational
psychology, capital analysts and management practitioners.
There are different ideas of employee engagement across various researchers, organizations, and regions as
follows,
Kahn (1990) first brought up the idea of employee engagement in mentally, cognitively and emotionally harnessing the personality of corporate workers to their professions; self-employment and personal self-expression in their professions.
May et al. (2004) claimed that employee
engagement not only involved perception, but also the adaptive implementation
of emotions and behaviors.
Wellins and Concelman (2005) suggested engagement is a combination of dedication, loyalty, competitiveness and ownership.
Cha (2007) defined employee engagement as the active involvement of the employee in the workplace and the state of complete physiology, cognition and emotion that accompanies the work commitment, including three dimensions: commitment, organizational acceptance, and feeling of work value.
Benefits
of Employee engagement
According to the literature review there are
several benefits EE adds to an organization's success,
- Enhanced Employer Branding
- Greater contribution to achieving goals of organizations
- Better selection and recruiting
- Employees act as brand embassadors of the company
- Increase organization performance
- Improved sense of belonging and connection
- Improve customer service levels & increase in loyalty
- Added value to the company
Key
Drivers of Employee Engagement
According to the various research reports, some of key drivers have a positive impact on employee engagement , Such as,
- Trust and honesty between the worker and the company
- Description of the job
- Employees are given opportunities for career development.
- Dignity about the company
- Coworkers'/team leaders ' behavior
- Employee appreciation (since all workers don't work for money).
- Flexi working hours (to ensure a balance between home and working life).
- Participation in processes of decision making
References
Cha, S. C.
(2007). Research on structural
modeling of enterprise employee engagement.
Unpublished
manuscript, Jinan University, Jinan, China.
Kahn, W.
A. (1990). Psychological conditions of personal engagement and disengagement at
work. Academy of management
journal,
May, D. R.,
Gilson, R. L., &
Harter,
L. M. (2004). The psychological
conditions of
meaningfulness, safety
and availability and the
engagement of the human
spirit at work.
Journal of occupational and organizational
psychology,
Wellins, R., &
Concelman, K. (2005).
Creating a culture
for engagement. Workforce
performance
solutions
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.
ReplyDeleteEngaged 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 manage people for engagement in their workforce.
Agreed ,Thanks
DeleteWhat can we do to engage the rest people who have not engaged in their work? Do we go for monetery rewards?
ReplyDeleteMonetery rewards also a one reason for engaged the employee.But rather than go for monetery rewards ,we should try to understand the reason for ,why are they not engaged to the work.Then we can give solution for that by motivating them to change their mind set.
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ReplyDeleteHi Sanjaya!
ReplyDeleteYes Employee Engagement becoming popular and well liked among HR professionals, its a burining issue for most organizations how to enhance engagement through entire workforce, so do you belive they should start from the recruitments or can they change the mindset once an employee join?? I think passion for the job plays a remarkable role, you have to select candidates who have actual passion for the job so I think it will easy to maintain engagement, for the rest of the employees we have to continuously motivate them and reward for their endeavours, and recognition also plays a good role in engagement, Thanks for interesting topic and Best Wishes
Most of the organizations do not get the benefits of employee engagement due to poor arrangements.
ReplyDeletejob satisfaction and engagement are very vital factors of their workplace culture
ReplyDeleteDifferent industries having different issues with employees eengagement, especially the levels and hierarchy of management. It would have being better if you bring few examples from your own industry ..
ReplyDeleteEmployee engagement is very important for an organization. It helps incerease the performance level of the organization. Good article.
ReplyDeleteEmployee engagement is a crucial factor of organizational success. Good article with good reference
ReplyDelete