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.
A fully engaged employee can do wonders
ReplyDeleteAn employee's commitment towards his organization increases leaps and bounds once he realizes that the organization's values match with his own. For instance, an employee who is hard working and fair expects nothing less from his workplace.
ReplyDeleteThat's so true Meenakshi...what doesn't go around,doesn't come around!!!
DeleteNice, crispy info.
ReplyDeleteThe information is useful...
ReplyDeleteInteresting
ReplyDeleteEmployee engagement helps an employee realize its true potential.
ReplyDeleteShall keep the points in mind...quite informative.
ReplyDeleteIn my opinion connect is the most important C for employee engagement, it for sure leads to an increased feeling of ownership and belonging to the organization.
ReplyDeleteCareer advancement of the engaged employee is also an interesting area to study. In one such study "The Seasoned Executive’s Decision-Making Style"-by Kenneth R. Brousseau, Michael J. Driver, Gary Hourihan, and Rikard Larsson; Harvard Business Review, February 2006,pp111, the authors find that even the engaged employee may face problems if required changes in decision making styles are not brought at right time.
ReplyDelete