EMPLOYEE ENGAGEMENT

EMPLOYEE ENGAGEMENT

Employee engagement is the level of commitment and involvement an employee has towards his organization and its values. It is a measureable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization which profoundly influences their willingness to learn & perform at work. Employee engagement has a direct impact on the employee’s productivity. Understandably, the most productive employees are those that are not only committed and loyal; but also those whose outputs are healthy and gratifying both for themselves as well as for the organization they work for. Obviously, these are the employees who can be called ‘engaged”. In almost a bottom up fashion, the organization as a whole benefits from employees that are committed, loyal, productive, and engaged.

TEN C’s of ENGAGEMENT

1. Connect: the extent to which management convey that it cares for and values the   employees.

2. Career: the extent to which the management provides to the workers work that is ‘challenging and meaningful’ and fostering one’s career growth.

3. Clarity: the extent to which the goals, rules and the organizational operations are transparent and understood by the employee.

4. Convey: the extent to which the management communicates goals and provides feedback.

5. Congratulate: the extent to which good performance brings praise and recognition.

6. Contribute: the extent o which one’s contribution to the ‘success and future’ of the company is understood.

7. Control: the extent to which the management allows the worker to participate in decision making and drive initiatives.

8. Collaborate: the extent to which the organization upholds team work over pursuance of self interests.

9. Credibility: the extent to which the management demonstrates transparency and high ethical standards.

10. Confidence: the extent to which the organization demonstrates high ethical and performance standards, creating a sense of positive identification among the employees.

These ten factors are significant predictors for employee engagement, i.e., they underline the perceived status of the organization on these factors and they would determine the extent to which the employees of the organization feel engaged.