Is there a difference between Employee Satisfaction and Employee Engagement..... ??? Regards
From United Arab Emirates, Dubai
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1From United Arab Emirates, Dubai
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Yes there is.
There are various definitions which are in various formats and mention certain criteria or variables - the works.
This is what I understand by those terms:
Engagement refers to the level of effort / initiative / level of involvement which the employees willingly put into the performance of their roles.
I got this definition (and article excerpt) below from http://management-issues.com <link updated to site home>
[color=yellow]employee engagement as "a heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work. At least four of the studies agreed on these eight key drivers.
Trust and integrity how well managers communicate and 'walk the talk'.
Nature of the job Is it mentally stimulating day-to-day?
Line of sight between employee performance and company performance Does the employee understand how their work contributes to the company's performance?
Career Growth opportunities Are there future opportunities for growth?
Pride about the company How much self-esteem does the employee feel by being associated with their company?
Coworkers/team members significantly influence one's level of engagement
Employee development Is the company making an effort to develop the employee's skills?
Relationship with one's manager Does the employee value his or her relationship with his or her manager?
Other key findings include the fact that larger companies are more challenged to engage employees than are smaller companies, while employee age drives a clear difference in the importance of certain drivers. For example, employees under age 44 rank "challenging environment/career growth opportunities" much higher than do older employees, who value "recognition and reward for their contributions".
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In simple terms according to me, satisfaction refers to a measure by which employees indicate their appreciation or lack thereof of the organization, the facilities it provides, infra, policies, i.e. points mentioned in the above article.
For more understanding of this topic, you should read the book "First Break all the Rules" by Curt Coffman & Marcus Buckingham.
We can help you better if you can explain the context of the question. :)
Regards
Ryan
From India, Mumbai
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There are various definitions which are in various formats and mention certain criteria or variables - the works.
This is what I understand by those terms:
Engagement refers to the level of effort / initiative / level of involvement which the employees willingly put into the performance of their roles.
I got this definition (and article excerpt) below from http://management-issues.com <link updated to site home>
[color=yellow]employee engagement as "a heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work. At least four of the studies agreed on these eight key drivers.
Trust and integrity how well managers communicate and 'walk the talk'.
Nature of the job Is it mentally stimulating day-to-day?
Line of sight between employee performance and company performance Does the employee understand how their work contributes to the company's performance?
Career Growth opportunities Are there future opportunities for growth?
Pride about the company How much self-esteem does the employee feel by being associated with their company?
Coworkers/team members significantly influence one's level of engagement
Employee development Is the company making an effort to develop the employee's skills?
Relationship with one's manager Does the employee value his or her relationship with his or her manager?
Other key findings include the fact that larger companies are more challenged to engage employees than are smaller companies, while employee age drives a clear difference in the importance of certain drivers. For example, employees under age 44 rank "challenging environment/career growth opportunities" much higher than do older employees, who value "recognition and reward for their contributions".
".[/color]
In simple terms according to me, satisfaction refers to a measure by which employees indicate their appreciation or lack thereof of the organization, the facilities it provides, infra, policies, i.e. points mentioned in the above article.
For more understanding of this topic, you should read the book "First Break all the Rules" by Curt Coffman & Marcus Buckingham.
We can help you better if you can explain the context of the question. :)
Regards
Ryan
From India, Mumbai
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Dear Sender,
Yes, there is a difference between an Employee Satisfaction survey and Employee Engagement.
Employee Satisfaction survey entails a written questionnaire that reflects the employees' feelings about the company, its policies and rules, systems, practices, superiors, learning environment, availability of machinery/equipment, canteen food, and welfare measures. The HR department should conduct this survey to understand opinions and consider suggestions for improvement.
Employee Engagement programs involve engaging a variety of people in certain company activities to work together as a team.
Regards,
Bhushan Dahanukar
Mumbai
From India, Mumbai
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Yes, there is a difference between an Employee Satisfaction survey and Employee Engagement.
Employee Satisfaction survey entails a written questionnaire that reflects the employees' feelings about the company, its policies and rules, systems, practices, superiors, learning environment, availability of machinery/equipment, canteen food, and welfare measures. The HR department should conduct this survey to understand opinions and consider suggestions for improvement.
Employee Engagement programs involve engaging a variety of people in certain company activities to work together as a team.
Regards,
Bhushan Dahanukar
Mumbai
From India, Mumbai
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Employee satisfaction is one of the major surveys that a company needs to conduct, which in turn leads to the growth of the company in the market.
Let me put it this way: If Employee X works in Y Technologies and believes that the company is a comfortable and best place to work, he will refer people and help in building a stable and efficient workforce. With enough stable and efficient workforce, we can enhance our business by providing world-class service to our clients. Therefore, employee satisfaction is the stepping stone for the company's success. Running this survey and acting upon the feedback from employees will help us sustain our business and address retention issues.
Hence, most HR professionals in the company plan to conduct this survey to gauge how employees perceive the company and what their expectations are. If the expectations align with the company's policies and legislations, they can be implemented.
I would appreciate your feedback on my understanding. Please let me know if my communication on this topic is unclear.
Thank you.
From India, Hyderabad
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Let me put it this way: If Employee X works in Y Technologies and believes that the company is a comfortable and best place to work, he will refer people and help in building a stable and efficient workforce. With enough stable and efficient workforce, we can enhance our business by providing world-class service to our clients. Therefore, employee satisfaction is the stepping stone for the company's success. Running this survey and acting upon the feedback from employees will help us sustain our business and address retention issues.
Hence, most HR professionals in the company plan to conduct this survey to gauge how employees perceive the company and what their expectations are. If the expectations align with the company's policies and legislations, they can be implemented.
I would appreciate your feedback on my understanding. Please let me know if my communication on this topic is unclear.
Thank you.
From India, Hyderabad
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Thank you, Ryan. This is an area of OD where most HR professionals seem to go wrong. Yes, there is a substantial difference between both. The context of raising this topic was to get our thought processes working.
In my understanding, in short - An employee can be satisfied and not engaged, while an employee cannot be engaged and not satisfied. In conclusion, an engaged employee is somebody who has entrepreneurial passion for the job he is executing and who is in a high state of motivation.
From United Arab Emirates, Dubai
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In my understanding, in short - An employee can be satisfied and not engaged, while an employee cannot be engaged and not satisfied. In conclusion, an engaged employee is somebody who has entrepreneurial passion for the job he is executing and who is in a high state of motivation.
From United Arab Emirates, Dubai
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Hi All, Please share your various Employee Engagement Activities (BPO,IT,..etc) at your Organisations. It will be very useful to implement.
From India, Coimbatore
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From India, Coimbatore
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Please help me!! as i am doing a research work on Employee Engagement .. Can anyone Help me out!!
From India, Vadodara
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From India, Vadodara
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Hey Folks,
Got a doubt. Understand that there is a vast difference between engagement and satisfaction. My question is, does engagement affect satisfaction or vice versa? If yes, how? Are all satisfied employees engaged? Are all engaged employees satisfied? Kindly clarify.
Regards, Jayesh M
From India, Bangalore
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Got a doubt. Understand that there is a vast difference between engagement and satisfaction. My question is, does engagement affect satisfaction or vice versa? If yes, how? Are all satisfied employees engaged? Are all engaged employees satisfied? Kindly clarify.
Regards, Jayesh M
From India, Bangalore
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