Effective employee engagement is crucial for fostering a positive work environment, enhancing productivity, and ensuring employee satisfaction and retention.
Employee
engagement is the connection and enthusiasm your team has for their work.
Engaged employees feel empowered to dive into tasks, bring new ideas to the
table, and make strong connections with their teammates. They know why their
work is important and feel inspired to take on new challenges—even if it means
they might fail.
Further Employee
engagement is defined as the degree to which an employee is motivated and
passionate about their work. While it’s often confused with job satisfaction,
employee engagement has much more to do with an individual’s connection to
their organization.
What are
employee engagement strategies? Employee engagement strategies are the means for an
organization to stimulate people’s intrinsic motivation for their work and to
strengthen their commitment to the organization.
When we
developing a employee engagement strategy it’s important to keep these point in
our mind,
1. Be Realistic
2. Be clear about responsibilities
3. Be flexible
Why employee engagement is
Important: Employees
make decisions and take actions every day that can affect your workforce and
organization. The way your company treats employees and how employees treat one
another can positively affect their actions -- or can place your organization
at risk.
Types of
employee engagement: There
were three main form of employee engagement, they are,
· Engagement with your company
· Engagement with your manager
· Engagement with team members and
stakeholders
Benefits
of Employee Engagement
Employee
engagement is a massive aid for the organization and organized with engage
employees consistently outperform their competitors. These are some benefits
can be taken from employee engagement,
ü Better Customer Satisfaction
ü Improved productivity and efficiency
ü Better business outcomes
ü Reduction of staff turnover
ü Lowered absenteeism
ü Decrease number of safety incidents
ü Enhanced company culture
ü Less work place stress
ü Higher employee advocacy
06
Effective employee engagement concepts
1.Provide
opportunities for growth: One of the top reason’s employee feel
bored and discourage is lack of opportunities to grow and develop. As a Leader,
you can help your team to find development opportunities and coach them to take
new challenges. Annually and bi annually we can go through regular growth and
impact sessions. After each session we should follow up the developments of the
employee the changes and motivation which we should do to their career
development.
2.Encourage
collaboration: collaboration
and teamwork are key drivers of employee engagement, especially if you work
remotely and don’t have opportunities for in-person connection, in such
instance we can use many ways to collaborate with the employee, some of them
are Use icebreaker questions, encourage employee to monthly coffee chats, organize
team building exercises and brain storming exercises.
3.Connect
daily work to goals: Employee are motivated when they understand how their
work ladder up into business goals. That means employees need to know that
their work matters in order to be fully engaged. When daily work connected with
goals and objectives they set their own key results and plan how to invest
their resources, then each team member set personal KPI’s that ladder up into
boarder team KPI’s.
4.Provide
clarity on task and roles: Engaged employees know what they’re responsible
for and how to do their work. They don’t need to waste time figuring out who
should do what—instead, they feel empowered to jump right in and tackle tasks
that fall within their area of responsibility.
5. Build a strong relationship with
direct reports: Employee
relationship with their manager has a huge impact on their level on
engagement. When managers have the skills they need effectively coach and
communicate with the direct reports, their team are more engage and perform
better as a whole.
6.Focus
on strength: Managers who focus on the strengths of their employees create
the strongest levels of engagement. Instead of weakness concentrating on
strengths, they show how unique they are. This help employee feel engaged to
use and develop their strength.
By implementing these
strategies, organizations can cultivate a culture of employee engagement that
drives performance, innovation, and overall success.
References
gallup. (n.d.). workplace. Retrieved from
https://www.gallup.com/workplace/285674/improve-employee-engagement-workplace.aspx#ite-357479
MacNeil, C. (2024). Why employee engagement is
the secret sauce for your team’s success.
Verlinden, N. (2024). 21 Best Employee Engagement
Strategies To Use [In 2024].
Heinz, K.
(2023). 9 Employee Engagement Strategies That Actually Work. Builtin.
Well explained about effective employee engagement. However, While employee engagement offers numerous advantages for organizations, there can be potential drawbacks. One possible disadvantage is the risk of burnout among highly engaged employees. When individuals are deeply committed to their work, they may be more prone to overworking themselves, leading to physical and mental exhaustion (Schaufeli et al., 2009).
ReplyDeleteThank you samudra to highlight good point. When encouraged, it’s easy for highly engaged employees to become so involved in their job that they stop being concerned about other important parts of their lives. Studies have found that highly engaged workers tend to suffer work/family interference more often, and that people who fail to take down time can end up damaging their own health. Even if companies would like employees to become spiritual workaholics, that prospect shows little consideration for employees’ long-term wellbeing – and even the company’s own long-term health. When engaged employees become burned out employees, on-the-job performance can suffer. (Lewis Garrad, Tomas Chamorro-Premuzic, 2016)
DeleteGood Approach Sachith, furthermore, I would like to elaborate that, to encourage employee engagement, the first requirement is to keep the employees out of the dark. If organizations act uncommunicative and only divulge information on a “need-to-know” basis, it will likely cause lower engagement rates among their employees. It is not good for an organization momentum but higher engagement results in improved motivation and better job satisfaction, and thus, a lower cost to value ratio for Organizational human personnel expenditure. According to Steffon (2016) employee engagement may cause to have benefits like full contact of employee to the organization, positive feedback from the employees to the external market and they create working environment by their own.
ReplyDeleteapart from that Employee motivation is highly important for every company due to the benefits that it brings to the company. According to (Suzanne,2009) for getting the best of their work performance, the gap between ability and willingness has to be filled which helps in improving the level of performance of subordinates. Motivation is an important factor which brings employees satisfaction.
DeleteAgreed while adding more, some of the most essential employee engagement tactics result in lower staff turnover, increased productivity, improved efficiency, increased bottom line profit, and customer loyalty (Robertson-Smith and Markwick, 2009).
ReplyDeleteEffective employee engagement creates motivated employees. Almas (2017) explains that motivated employees are the real asset to the organization, and motivating employees has “Zero” opportunity cost; as such motivated employees will enable high quality in tasks as a result of interest, commitment and satisfaction while finding better ways to simplify tasks with innovative and creative thinking, which leads to efficiency and higher productivity.
DeleteAgreed. Always engaged employees are asset for the organization. Engagement prompts employees to identify with the company's success, recommend the company to others as an excellent place to work, and "go the extra mile" in looking for creative solutions that help the organization succeed (Richman, 2006).
ReplyDeleteAgreed. Golzadeh (2001) in a study on Factors affecting employee motivation in organization stated that human beings, whether in industrial or business organizations, are seen as one of the important factors for the attainment of the organizational goals.
DeleteAgreed. Further, Employee engagement is also a word that relates to a worker's level of enthusiasm and devotion to their job. when employees are unhappy with their current situation. Employees who are dissatisfied with their existing situation will look for work elsewhere when the global economy improves (Gupta-Sunderji, M., 2004)
ReplyDeleteI agree with your discussion Damith but According to Skinner( 2020)employee motivation and engagement are two different things and both are critical in building a great team. Engagement is an active agreement to do something for someone. Motivation is the will to do something.
DeleteWhen employees are engaged with their job, they stand up for their company because they are proud to be a part of it. Also find solutions to problems and create ideas to improve the productivity of the organization (Allen, 2014)
ReplyDeleteAgreed Gayani,Also though the engagement is an emotional connection over the job satisfaction, the engagement levels of the employees depends on the satisfaction levels (Chandra, 2013).
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