Employee Engagement
Increasing attention has been paid to the subject of employee engagement over the past decade and many organisations have actively developed strategies designed to help them get the most from their employees.
Engagement is not a matter of coercing employees to work harder or do more, but about developing productive working relationships and a working environment where employees are willing and able to make the best use of their skills and abilities for the benefit of their employer and themselves. Team leaders and line managers have a vital role which is to motivate and inspire those they manage, to set direction for the team and provide an environment which enables people to work productively together.
What is Employee Engagement?
David MacLeod defines employee engagement in his 2009 report to UK government as:
“A workplace approach designed to ensure that employees are committed to their organisation’s goals and values, motivated to contribute to organisational success, and are able at the same time to enhance their own sense of well-being.”
Benefits of Employee Engagement for Employers and Organizations
For the employer, the benefits of employees and teams who are actively engaged with the organisation where they work include:
- Enhanced commitment, loyalty and performance
- Higher levels of discretionary effort
- The development of employees’ skills and abilities
- Fresh and innovative ideas and suggestions
- Greater synergy and productivity from the team as a whole
- A positive and productive working environment.
Benefits of Employee Engagement for Individuals
- A sense of personal fulfillment and well-being in their work
- Increased morale and job satisfaction
- The feeling that they are valued and that their efforts are appreciated
- A sense of pride in individual and team achievements
- The realization of their personal potential
- Enhancement of their promotion and career prospects
How to Engage Employees? - Employee Engagement Best Practices
1. Get to know your team
2. Set clear expectations
3. Keep team members in the loop
4. Build relationships of trust
5. Encourage open discussion and debate
6. Empower your team
7. Give feedback
8. Take the aspirations of team members seriously
9. Deal promptly with performance issues
10. Tackle conflicts at an early stage
References
References
Charted Management Institute.Benefits
of Employee Engagement.[Online].Available at<https://www.managers.org.uk/knowledge-bank/employee-engagement
Shriar, J. (2017).6 amazing
Benefits of employee Engagement.[Online].Available at<https://www.officevibe.com/blog/employee-engagement-benefits
Thompson, C. (2018). 14 Benefits
of Employee Engagement-Backed by Research.[Online].Available at<https://www.quantumworkplace.com/future-of-work/14-benefits-of-employee-engagement-backed-by-research
Zinger, D. (2009). 22 Ways Employees
benefit from their own Engagement.[Online].Available at< http://www.davidzinger.com/22-reasons-employee-benefit-from-their-own-engagement-3421/
Randika,
ReplyDeleteGood one to read regard Employee Engagement
In the past decades Level Commitment that means engagement is the one of the strength factors in employees that decides the success of the organization Mission & Vision.
Base on the evolution in HRM, Employees can categorize as Knowledge Workers, Labors ..etc.
So Does the engagement only enough to keep the Knowledge Workers for long in a same company???
Hi Reha,
ReplyDeleteIt is not only engagement that can be used to retain employees of the organization, but also there are certain stuffs that can be done. But the special thing is that, all these other factors are covered under employee engagement. Below are some actions that any company can take into consideration for the purpose of retaining their employees..
• Recognize and reward good work
• Create an open and honest work environment.
• Make expectations and goals of the company clear
• Create an environment that makes your employees feel like an asset to your company.
• Provide opportunities to grow and learn,
But Reha, if you go through the articles that I have shared in this blog, especially this employee Engagement article, you may realize that all these other factors mentioned above are essential to retain employees, are covered under employee engagement. Consequently, if a company can implement goods engagement practices within their organization, it is obvious that they can retain their knowledge workers and also the other loyal employees of the organization.
I recommend you to go through the article “5 things Successful Companies do to Retain Top Talent” by Amber Thomas. You may reach to this article by using the below given link.
http://www.selectinternational.com/blog/bid/148239/5-things-successful-companies-do-to-retain-top-talent
Hey randika
ReplyDeleteBefore Engagement it is better to
Implement an employee referral program can initiate engagement from the beginning. When current employees refer friends, they’re recommending you as an employer because they have a connection and commitment to your core business values, mission and principles. Through employee referral programs, your own employees can guide you to candidates who not only have the qualifications, education, skills and experience you desire - but also the right personality to fit into your culture.
Hi Aslam, I understand the point you have highlighted. But what I feel is employee engagement and referral programs are two separate things. But it is true that even our employees refer his/her friend to our company’s vacancy, as they believe that this is a good place to work for. That means they really like the workplace and they want to have their friends in their workplace as well. Because no one want to recommend his/her friend to a workplace which is not satisfactory. This attitude towards the organization is a pure result of employee engagement where employees trust their company as a great place to work for in.
ReplyDeleteBut other than new employees, we should always give priority to our existing employees who are working with us at the moment. They are the real asset of us with proper job knowledge, training, experience and skills. So it is important to focus our employee engagement activities towards them as well. We might not have vacancies to fill, so there won’t be any use of referral programs at such circumstance. Nevertheless our existing employees should be respected and recognized for their valuable tenure with us may be for longer time period, because they are the reason for company’s success during the past years.
As a HR person, I really appreciate your thoughts on employee referral programs which we are practicing in our Hayleys Group. It is really cost effective and saves HR team’s time as well. If employees refer right candidates there is no advertising cost for us to bear. So this is relay easy method.
I found a nice Article while I was working on your comment. I would like to recommend you to go through this article as I found it really interesting with related to your comment. This article is “Why Are Long-Term Employees Important? Which has been Published by Grace Ferguson. You may follow the below link to access.
http://smallbusiness.chron.com/longterm-employees-important-40711.html
Good Post! SOS is an digital employee engagement platform that offers fun, interactive Online employee engagement activities and games you can play with office colleagues online and remotely.
ReplyDelete