Employee Engagement

 

According to Kortmann et al, 2014, As per the current corporate world depend on the man capabilities. This is called human capabilities for organization’s operation. Sometimes it is not operated up to the expected level. Maintaining or running a successful organization won’t be possible with having the employees engaged. Many organizations struggle in proposing the change as their focus on the employees are lost (Hill & Birkinshaw, 2012).

Employee engagement is concept that describes the level of enthusiasm and dedication a worker feels toward their job. Engaged employees care about their work and about the performance of the company and feel that their efforts make a difference. An engaged employee is in it for more than a paycheck and may consider their well-being linked to their performance, and thus instrumental to their company's success.
Skilled labor, education level, technical knowledge, work experience, best practices, developments have been introduced to increase the efficiency in every firm but due to disengaged employees, the productivity or the results have drastically dropped. (Purcell, 2014). This is one main reason as to why many major companies don’t exist for long as it has affected the financial side of the firm (Bersin, 2014).

(Kahn, 1990 694) describes employee engagement as when the employees are given an opportunity to express their views physically, emotionally and through actions. The emotional part of the employees could be classified as either negative or positive views about the organization. Moreover, according to Kahn, engagement is when an employee is physically and emotionally present while doing their daily work.

According to Lytle (2019), Employee engagement can be critical to a company's success, given its clear links to job satisfaction and employee morale. Communication is a critical part of creating and maintaining employee engagement. Engaged employees are more likely to be productive and higher performing. They also often display a greater commitment to a company's values and goals.

As per Senior and Swailes, 2004 core element is team work. Employers can encourage employee engagement in many ways through team work and team building activities.

The organizational values need to be conveyed to all its employees in the best communication method to achieve its goal, when this happens, engagement of employees take place (Bindl and Parker, 2010). Good communication skills from the top Management will create a better employee engagement between the teams (Bakker et al., 2011).including communicating expectations clearly, offering rewards and promotions for excellent work, keeping employees informed about the company's performance, and providing regular feedback. Other strategies include making efforts to make employees feel valued and respected, and feeling that their ideas are being heard and understood. Engaged employees believe that their work is meaningful, believe that they are appreciated and backed by their supervisors and that they have been entrusted with the success of their company. (Mickan, Rodger, 2000)

 Employee engagement, recognition and how it impacts for my company

Getting all the employees engaged in everything that happens in the office and rewarding them by recognizing or appreciating their work could lead to a massive change within themselves and. Company values are more engaged with the employee engagement. Respect Individual, Collaboration, Continuous improvement, Excellence values are more directly affected to the Employee engagement and Recognition.

Company may provide employee engagement through Learning academy and fun event through as well.

 References:
Hill, S. A., & Birkinshaw, J. (2012). Ambidexterity and survival in corporate venture units. Journal of Management, 40, 1899–1931. doi:10.1177/0149206312445925

Juneja, P. (2019). Understanding Employee Engagement - Definition and its Origin. [online] Managementstudyguide.com. Available at: https://www.managementstudyguide.com/understanding-employee-engagement.htm [Accessed 22 Sep. 2019].

Kular, S., Gatenby, M., Soane, E. and Truss, K. (2019). Employee Engagement. A Literature Review, [online] (19). Available at: https://eprints.kingston.ac.uk/4192/1/19wempen.pdf [Accessed 25 Sep. 2019].

Kahn, W.A. (1990) ‘Psychological conditions of personal engagement and disengagement at work’, Academy of Management Journal, Vol 33, pp692-724.

Lytle, T. (2019). 7 Tips to Increase Employee Engagement Without Spending a Dime. SHRM. [online] Available at: https://www.shrm.org/hr-today/news/hr-magazine/1016/pages/7-tips-to-increase-employee-engagement-without-spending-a-dime.aspx [Accessed 27 Sep. 2019].