Employee engagement is a broad concept that
encompasses practically all aspects of human resource management that we are
familiar with. Employee engagement is built on preceding notions such as work
satisfaction, employee commitment, and organizational citizenship behavior (Ullah, et
al., 2018).
Employee engagement is a broader notion that is connected to and incorporates
these topics. Employee engagement is a higher predictor of positive
organizational performance than job satisfaction, employee commitment, and
organizational citizenship behavior, indicating a two-way link between employer
and employee (Ullah, et al., 2018)Employees that are
emotionally attached to their organization and strongly invested in their job
with tremendous excitement for their employer's success will go above and
beyond the employment contractual agreement (Sridevi M, 2010)
An engaged employee is a true asset to a
company, everyone is talking about the benefits of having engaged colleagues
around at work, and the engagement story is trending widely (Mohan.R,
2017).
Every employer's desire is to have a passionate and engaged team that actively
promotes their company Yet, according to Dale Carnegie and MSW, “a mere 29% of
the workforce is engaged, a whopping 45% are disengaged, and 26% are actively
disengaged”. there is a huge difference between an engaged workforce and an unengaged
workforce (Mohan.R, 2017)
Figure 01: Difference between Engaged Workforce & Unengaged Workforce
|
Engaged Workforce
|
Unengaged workforce
|
|
Effective communication
|
Avoid communication
|
|
Good team player
|
Work alone
|
|
Motivate other employees
|
Complain about things
|
|
Stay with the company for a long time
|
Change jobs quickly
|
|
Do not enjoy the work and no job
satisfaction
|
Work happily and satisfied
|
(Source:
Mohan. R, 2017)
An engaged workforce can bring many
benefits to its organization.
- Increased employee safety
Employees who are engaged are more aware of
their surroundings because they are more linked to their workplaces. According
to research, highly engaged workers had 70% fewer safety accidents. Instead, of
worrying about advancement opportunities or whether their supervisor loves
them, engaged staff may concentrate on the task at hand (Wickham, 2020). For
instance, if an employee is given a difficult task to perform, they are more
likely to perform it effectively if they are engaged in the workplace.
- Greater employee satisfaction
Employee satisfaction is not the same as
employee engagement. Employee contentment measures the bare minimum, whereas
engagement encourages everyone to strive for more (Ullah, et al., 2018). However, this
distinction does not indicate that employee pleasure should not be a goal.
Thirteen percent of Americans are either somewhat or extremely dissatisfied
with their current work. If an employee is more engaged in what they do, they
can be satisfied with the job.
3. High Retention
Employee retention is one of the most challenging
tasks for organizations. With modern competitive development, employees tend to
look for the best place for them to work. According to Wickham (2020), if the
employees are more engaged in the workplace, the turnover rates are low, which
saves a huge amount of financial and other resources for the company.
4. Higher profits and
productivity
Proper employee involvement will contribute
to increased profitability while also increasing productivity (Amah E and Ahiauzu A, 2013). Engagement provides
the prospect that organizations with increased growth and profit bring about a
more engaged workforce, rather than the other way around (Amah E and Ahiauzu A, 2013). As earnings rise,
so does the potential for pay or bonus increases, which is likely to generate a
pleasant feeling in employees and so improve their commitment to the
organization (Ullah, et al., 2018).
5. Customer loyalty
Employees that are satisfied with their
jobs are more likely to develop loyal consumers (Kurdia, et
al., 2020).
Employees who are engaged have a better grasp of how to address the demands of
their customers, and as a result, customer loyalty is higher in organizations
where the employees are involved (Vance R.J, 2006). Finally, this may result in what is
known as 'customer engagement,' or a mental and emotional connection between
the organization and the customer (Vance R.J, 2006).
Apart from these, motivation, organizational
culture, and financial success are improved by a highly engaged workforce and
on the other hand, absenteeism, turnover, and stress will be reduced. (Patro C.S, 2013). Organizations
should not only provide their employees with fantastic infrastructure and other
facilities, but also the freedom to make their work fascinating and to wave
goodbye to a tedious work environment. They should prioritize retention as a
result of three HR priority areas: employee motivation, career advancement and
remuneration, and compensation. Thus, working in a safe and cooperative
atmosphere increases an employee's level of engagement (Patro C.S,
2013)
Reference list
Amah
E and Ahiauzu A, 2013. Employee involvement and organizational effectiveness. Journal
of Management Development.
Kurdia,Alshurideh and
Alnaser, 2020. The impact of employee satisfaction on customer satisfaction:
Theoretical and empirical underpinning. Management Science Letters
Mohan.R,
2017. DIFFERENCE BETWEEN DISENGAGED AND ENGAGED EMPLOYEES. Socxo. [online]
Brand Advocacy Solutions. Employee Advocacy. Customer Advocacy, Partner
Advocacy.
Patro
C.S, 2013. The Impact of Employee Engagement on Organization's Productivity
Sridevi
M, 2010. Employee Engagement: The Key to Improving Performance.. International
Journal of Business and Management, 5(12), pp. 89-96
Ullah,
Jamal, and Naeem, 2018. The Relationship of Employee Engagement,
Organizational Commitment and Organizational Citizenship Behavior. Jinnah
Business Review, 6(1), pp. 35-41
Vance
R.J, 2006. Employee Engagement and Commitment. SHRM FOUNDATION’S, Volume
1, p. 53.
Agreed with the content. In addition, Absenteeism, on the other hand, can be a silent murderer within an organization. It reduces output, deteriorates customer service, and increases stress and pressure on other employees. This is especially true in frontline workplaces, where fixed productivity requirements must typically be met regardless of who shows up. An engaged employee is less likely to just not show up or to call in sick when they are unable to work. In fact, organizations with engaged employees see 81% less absence than those with disengaged employees. When it comes to employee engagement, the very minimum is to make people want to come to work, or at the very least not want to avoid it. If managers can reduce absenteeism, the organization will benefit (Gabriel, 2022).
ReplyDeleteThanks for the comment Prabuddha, Organizations benefit from empowerment, which fosters a sense of belonging and pride in the workforce. Indeed, it fosters a win-win relationship between firms and their employees, which is regarded as an ideal environment by many organizations and their employees. Empowering can help to develop virtual human capabilities. Empowered individuals priorities their jobs and work-life, resulting in continuous growth in coordination and work procedures. Employees put their best ideas and novelties into action.in empowered organizations, with a sense of belonging, passion, and delight Overall, they operate with a sense of duty and prefer the organization's benefits over their own (Yazdani,B.O. et al, 2011)
DeleteHi Christeena, interesting topic and wish to add, work quality is very important in achieving organizational goals so that it can generate employee engagement for each individual (Alqarni, 2016). In the industrial sector, employee engagement has a major effect on the sustainability of the company and leads to better performance changes (Mokaya & Kipyegon, 2014). A person can be professional when they have engaged in their work. The higher the employee engagement, the better the quality of work obtained. Besides, cognitive, emotional, and physical conditions while working also needs to be considered (Khan, 1990).
ReplyDeleteGood article Christeena. Furthermore, good information sharing can result from any type of motivation. The findings indicate a strong relationship between awareness of sharing attitudes and intentions and motivational elements including advantages, enjoyment, and self-efficacy to assist others. They discuss the value of knowledge sharing inside organizations and how it contributes to attaining objectives (Lin, 2007).
ReplyDeleteThanks for the comment Miyuru, Work motivation, according to Pinder (1998 in Ambrose & Kulik, 1999), can be defined as a set of internal and external forces that originate work-related behavior and govern its form, direction, intensity, and duration. The concept is specific to the workplace, and encompasses the impact on work behavior of both external and internal forces. Work motivation displays itself in the workplace as an invisible, personal, and hypothetical construct that manifests itself in the form of observable, and thus measurable, behaviors.
DeleteGood explanation. Organizations today have realized the importance of motivated and
ReplyDeletesatisfied employees as important contributors towards long term objectives. It has made
organizations to cater to the expectations and needs of the employees and could expect the
similar response. Motivation also positively influences performance at individual and group level
ultimately affecting the organizational performance (Risambessy et al 2012).