INTRODUCTION
Employee
engagement is a workplace approach designed to ensure that employees are
committed to your business goals and values. By involving them in your
business, you will motivate them to contribute to your business success and at
the same time improve their sense of well-being.
Employee
engagement starts with managers showing a clear and collective commitment to
making employee engagement part of business culture. This means sharing
information on business plans and performance, making sure you live your
business values and seeking views and ideas from employees on how to improve
your business.
Employee
engagement is the extent to which employees think, feel, and act in ways that
represent high levels of commitment to their organization. Engaged employees
are motivated to contribute 100% of their knowledge, skills, and abilities to
help their organization succeed. They care deeply about their company, want to
contribute to its success, and regularly have peak experiences at work.
Why is Employee Engagement
Important?
Engagement
represents the motivational capital that exists within an individual, a unit,
or an organization. It is a valuable resource that can boost company
performance. The research shows that engagement is linked to a number of
important business outcomes, including but not limited to:
Ø
Engaged employees offer
significantly higher levels of service to customers
Ø
Engaged managers are more likely
to create a work environment that is collaborative, creative, and stimulating
Ø
Engaged work teams tend to have
fewer accidents and injuries
Factors That Boost Employee
Engagement:
1.
Achievement:
The vast majority of employees want to achieve something important and
meaningful at work. They want to grow and develop their skills and capabilities
and they want to be rewarded and recognized for their efforts.
2.
Camaraderie:
We are social beings. Employees enjoy working productively with others while
developing healthy interpersonal relationships. How managers interact with
their teams is especially important in motivating employees to go above and
beyond.
3.
Equity:
Employees want to be treated fairly when it comes to pay and benefits, day to
day treatment, and psychological and physical safety.
When the above needs are
met, employees are highly engaged—even enthusiastic—at work.
Benefits Of Employee
Engagement:
Employee
engagement benefits everyone involved with your business by creating an
informed, involved and productive workplace that helps propel your business
towards its goals. Engaged employees:
Ø
Have a desire and commitment to
give their best to your business
Ø
Generate more revenue for your
business
Ø
Demonstrate higher levels of
innovation
Ø
Act as advocates for your business
Ø
Have lower rates of sickness or
absenteeism
Ø
Are less likely to leave your
business
Ø
Behave in ways that support your
business values
Ø
Have a positive impact on customer
services
Ø
Engaged employees also have a
stronger sense of personal well-being and feel more involved, committed and
productive at work.
NEED OF THE STUDY
Employee
engagement is a route to business success. An engaged workplace encourages
commitment, energy and productivity from all those involved to help improve
business performance.
Employee
engagement within any business organization is absolutely essential for the
simple reason that it is inextricably linked to its business results. As a
matter of fact, employee engagement can be taken to be directly proportional to
the growth and success of any organization.
Employee
engagement is an umbrella term that captures any number of factors including
job satisfaction but it's important to recognize that different factors lead to
different outcomes. The distinctive feature of employee engagement as an idea
is that it pulls all of these positive job and work attitudes together under
one umbrella.
Given
that employee engagement is an idea that helps develop strong positive
attitudes among people towards their work and their organisation, and this
plays a major role in ensuring that they give their best even when times are
tough, surely there is a need to need to grasp and take seriously: employees
need to feel that their organisation is genuinely interested in them. Focusing
on how to get discretionary effort from people, or how to ensure that they
believe in the organisation's mission, must not take priority over
demonstrating concern over employees' wellbeing.
Most
organisations today realise that a ‘satisfied’ employee is not necessarily the
‘best’ employee in terms of loyalty and productivity. It is only an ‘engaged
employee’ who is intellectually and emotionally bound with the organisation,
feels passionately about its goals and is committed towards its values who can
be termed thus. He goes the extra mile beyond the basic job responsibility and
is associated with the actions that drive the business. Moreover, in times of
diminishing loyalty, employee engagement is a powerful retention strategy. The
fact that it has a strong impact on the bottom-line adds to its significance.
Engagement
is about motivating employees to do their best. An engaged employee gives his
company his 100 percent. This is what makes the difference in an industry where
the most valuable resource of a company walks out of the door every evening.
“This is of particular importance in a knowledge industry. The quality of
output and competitive advantage of a company depend on the quality of its
people,” says Anupama Babbar, Senior Manager, HR, at Flextronics Software
Systems.
An
organization’s productivity is measured not in terms of employee satisfaction
but by employee engagement. Employees are said to be engaged when they show a
positive attitude toward the organization and express a commitment to remain
with the organization.
Organizations that believe in increasing employee engagement levels
focus on:
1.
Culture: It consists of a foundation of leadership,
vision, values, effective communication, a strategic plan, and HR policies that
are focused on the employee.
2.
Continuous Reinforcement of
People-Focused Policies: Continuous reinforcement exists when senior
management provides staff with budgets and resources to accomplish their work,
and empowers them.
3.
Meaningful Metrics: They measure
the factors that are essential to the organization’s performance. Because so
much of the organization’s performance is dependent on people, such metrics
will naturally drive the people-focus of the organization and lead to
beneficial change.
4.
Organizational Performance: It ultimately leads to high levels of trust,
pride, satisfaction, success, and believe it or not, fun.
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