Employee
engagement is a workplace approach resulting in the right conditions for all
members of an organisation to give of their best each day, committed to their
organisation’s goals and values, motivated to contribute to organisational
success, with an enhanced sense of their own well-being.

David Macleod “This is
about how we create the conditions in which employees offer more of their
capability and potential”.

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Employee engagement is based on
trust, integrity, two-way commitment and communication between an organisation
and its members. It is an approach that increases the chances of business
success, contributing to organisational and individual performance,
productivity and well-being. It can be measured. It varies from poor to great.

It can be nurtured and dramatically increased; it can be lost and thrown away.

 

 

What’s
employee engagement for employees?

Employee engagement helps to increase job satisfaction, have better
impact on health, better networking with peers and helps bring stability in
work and life as engaged employees tend to stay in an organisation for longer
time period, provides more growth opportunity

What’s
employee engagement for employers?

Employee engagement is about our employees
feeling pride and loyalty working for our organisation, being a great advocate
of the organisation to our clients, users and customers, going the extra mile
to finish a piece of work.

Engaged employees perform better for the employers because they:

are proactive and take
initiative
implement their knowledge
and ideas to improve the products and services
are more willing to accept any
change implemented by the organisation
set higher goals and targets
as they feel more competent
are intrinsically motivated
which makes work fun for them
show pro-social behaviour
which means they are friendly and co-operative and more helpful to their
peers, superiors and subordinates.

Are more connected and healthy
which helps them reduce absenteeism and reduce their chances of leaving
the organisation.

 

 

 

 

 

 

 

Drivers of engagement

·      Employee perceptions
of job importance as it affects the employee’s loyalty i.e. if the employees perceive the job to be important then they will
respect the job more and will work harder thereby increasing their loyalty
towards the job and the organisation.

Employee clarity of job expectations – if an employee is
not clear of job expectation it can lead to confusion and boredom for them
which may lead them to use survival strategy than growth of the
organisation.

Career advancement / improvement opportunities refers to the growth
and career advancement opportunities for the employees. If there are more
opportunities available for the employees then it is likely that they will
be more engaged with the organisation.
Regular feedback and dialogue with superiors as this will help them
learn about their competencies and areas of improvement which will make
them feel as an important part of the organisation thus increasing their
engagement and lack of it can disengage the employees thereby reducing
their productivity.
Quality of working relationships with peers, superiors, and
subordinates –
 the quality of work relationship
with the peers, superiors and subordinates affect the persons job
satisfaction level and their level of engagement, better the
relationships, higher the engagement and vice-versa
Perceptions of the ethos and values of the organization i.e. how the companies
perceive the values of the organisation and if they are able to relate
with the organisation’s values then they would be able to connect and
engage more with the organisation and vice-versa
Effective internal employee communications which defines the
effectiveness of the communication within the organisation i.e. the
message is same and people know what exactly is going on which can help
them connect more to the organisation as this might make them feel as an
important part of the organisation.

 

Why do engaged employees perform
better?

Engaged employees perform better because they:

are proactive and take
initiative
set higher goals and targets
as they feel more competent
are intrinsically motivated
which makes work fun for them
show pro-social behaviour
which means they are friendly and co-operative and more helpful to their
peers, superiors and subordinates.

Are more connected and healthy
which helps them reduce absenteeism and reduce their chances of leaving
the organisation.

 

 

 

References

https://www.cultureamp.com/resources/guides/employee-engagement/employee-engagement-fundamentals.html

http://www.employment-studies.co.uk/system/files/resources/files/469.pdf

What is Employee Engagement