Dear Parthi,
Firstly it's a nice query. I would take this as a practical test to see how I can get you engaged, in reading this post. Would like you to respond positively to this post.
Secondly, apart from whatever you are due to receive here, through all the other contributions, if you can go through some of the threads of CITEHR, it was not too long ago this topic was widely discussed. Check those too to get more information. People spend enormous time in putting forward their thoughts, so please keep yourself attuned to the receipts and respond appropriately.
Third and the most important thing would be, it would have been nice if you wrote out your first understanding of what EE is so that those who respond will know where to take off from. It's a vastly researched subject, and businesses spend several billion dollars on this aspect to keep themselves up and above completion. When those who respond to this query will do it in their own style, you might see this and say to yourself, "Oh is this what is called EE, I know this but I didn't know that they call this subject as EE."
If you were to Google this, "Define Employee Engagement" in a flat 0.3 seconds you will get About 1,880,000 results. Next you may query, "How To Keep Employees Engaged and Motivated" again in a flat 0.5 seconds you will get about 24,600,000 results. You will get the same or more or sometimes even diverse notes, explaining what you should not do in order to keep people engaged.
Having said all this here I go with some of my thoughts.
Let me begin this with a small story that I have been hearing for almost two decades now. It's a story that people narrate for attitude, motivation, and I may even use it for showing "engagement" I'll explain why after you finish the story.
“I’m Building a Cathedral!”
“A man came across three masons who were working at chipping chunks of granite from large blocks. The first seemed unhappy at his job, chipping away and frequently looking at his watch. When the man asked what it was that he was doing, the first mason responded, rather curtly, “I’m hammering this stupid rock, and I can’t wait ’til 5 when I can go home.”
”A second mason, seemingly more interested in his work, was hammering diligently and when asked what it was that he was doing, answered, “Well, I’m molding this block of rock so that it can be used with others to construct a wall. It’s not bad work, but I’ll sure be glad when it’s done.”
”A third mason was hammering at his block fervently, taking time to stand back and admire his work. He chipped off small pieces until he was satisfied that it was the best he could do. When he was questioned about his work he stopped, gazed skyward and proudly proclaimed, “I…am building a cathedral!”
“Three men, three different attitudes, all doing the same job.”
With startling clarity, this story illustrates that purpose has the power to transform not only our attitude about the work that we do, but the quality of our work as well. And if purpose can help one transcend even a physically laborious task as that undertaken by the three masons in our story, then imagine the impact that clarity of purpose can have on our work, and on that of our employees.
So what purpose drives you to achieve the results you seek in your life? And, if you’re a business owner or executive, do you have a compelling purpose to engage and motivate your employees?
What employee engagement is not
Employee engagement doesn’t mean....
....employee satisfaction. A satisfied employee might show up for her daily 9-to-5 without complaint. But that same “satisfied” employee might not go the extra mile on effort, and will probably take a headhunter’s call to go away with a 10% bump in pay. Satisfied isn’t enough.
....employee happiness. Someone we might be happy at work, but that doesn’t necessarily mean they are working hard, productively on behalf of the organization. While company luring add-ons such as game rooms, spas, free massages, fun and parties may be sweet and attractive for various reasons it actually makes employees happy which is different from keeping them engaged.
Employee engagement is therefore an emotional commitment an employee has to the organization, its vision, mission, and its goals.
Being emotionally committed would mean engaged employees really care about their work, their contributions, their productivity and overall the growth of their company. They aren't @ work just for a paycheck at the end of the month, or are just for the next promotion, but they work heart, and soul, mind and body, to meet the organization’s goals. When employees care—when they are engaged—they go that extra mile.
For now I end with this, as we could go on to even write a book. I'd love to see your respond back, as that is going to be the real test of your engagement..