Employee Engagement

Employee Engagement

Employee engagement is extremely important in any organization. It is also important for managers to take actions to ensure that their employees stay engaged in their day to day activities.

Employee engagement can be referred to as the connection and commitment employees exhibit toward an organization, resulting in higher levels of productive work behaviors. Managers worldwide state that increasing employee engagement is one of their top five global business strategies.1 Employee engagement can greatly affect employee retention, productivity and loyalty. It has a significant connection to customer satisfaction, company reputation and overall stakeholder value. Most managers know that employee engagement directly impacts an organization’s financial well-being and success. Gallup’s engagement survey found that only 32% of workers are engaged at work2. This suggests that most employers must fight to reveal the full potential of their workforce.

Engagement and productivity can be affected by several things, including social cohesion, feeling supported by management, information sharing, common goals and vision, communication, and trust. Workers want to feel appreciated and respected. It is crucial that they know their work is meaningful and their ideas are recognized. Highly engaged employees are more productive and committed to the organizations in which they work.1

Employee engagement is influenced by many factors.  Some of these include workplace culture, organizational communication and managerial styles, trust and respect, leadership, and company reputation. HR professionals and managers have critical roles in guaranteeing the success of employee engagement initiatives. HR should oversee the design, measurement and evaluation of policies and practices that help interest and hold talent with the skills and abilities required for development and sustainability. It is important that all levels of management contribute to these types of initiatives, and upper levels should support lower management levels by providing necessary tools and resources.

 

1Developing and Sustaining Employee Engagement. (2017 Mar 17). Society for Human Resource Management. Retrieved from: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/sustainingemployeeengagement.aspx

2Adkins, A. (2016, Jan. 13). Employee engagement in the U.S. stagnant in 2015. Retrieved from http://www.gallup.com/poll/188144/employee-engagement-stagnant-2015.aspx


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