Understanding Employee Engagement
Employee engagement in organizations is a concept that is more easily discussed than correctly understood and practiced. It is no longer a secret that engaged employees are more productive, engender greater levels of loyalty, and increase customer satisfaction, leading to organizational success.
There have been numerous research studies across a wide range of industries and countries to identify the benefits of employee engagement in organizations. The outcomes of such studies indicate that organizations with higher levels of employee engagement outperform their competitors in terms of performance and profitability, while companies with low levels of employee engagement witness a decline in profits and operating margins. Hay, Gallup, Watson Wyatt, and DDI, through their research studies, have all concluded that highly engaged employees in organizations increase passion for and commitment to the organization's goals, create a high-energy working environment, result in higher employee retention, foster higher levels of creativity and innovation, promote a greater sense of teamwork, enhance alignment with the organization's values, and contribute to sustained long-term success.
Current studies also suggest that employee engagement is influenced by employees' perceptions of job importance, clarity of job expectations, career advancement opportunities, regular feedback from superiors, quality of working relationships with subordinates, superiors, and peers, as well as perceptions of the ethos and values of the organization.
Employee Satisfaction vs. Engagement
It would be inaccurate to equate employee satisfaction with the level of engagement. Employee satisfaction and loyalty do not necessarily indicate that an employee is truly engaged. A study by Gallup revealed that regardless of how long employees stay with an organization or how satisfied they are with their job, only an average of 29% are typically fully engaged and willing to provide discretionary effort. Another 49% may be indifferent, and the remaining 22% may be actively disengaged. While employees may be self-motivated and dedicated to their jobs, sometimes they do not fully engage with the organization. Engaging employees involves more than just keeping them satisfied and retained.
Challenges in Improving Employee Engagement
Improving levels of employee engagement may seem straightforward, but it is, in fact, challenging. Attempts to raise engagement levels are likely to falter unless there is willingness at the top level. There is no magic wand that can be waved to achieve high levels of engagement. Consistent efforts, along with practical tools and techniques, are necessary to create high levels of engagement. The cover feature of this issue is intended to present techniques and tools for enhancing employee engagement.
Business managers may issue guidelines to bring forth such techniques and tools for employee engagement.
Regards,
From India, Delhi
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181Employee engagement in organizations is a concept that is more easily discussed than correctly understood and practiced. It is no longer a secret that engaged employees are more productive, engender greater levels of loyalty, and increase customer satisfaction, leading to organizational success.
There have been numerous research studies across a wide range of industries and countries to identify the benefits of employee engagement in organizations. The outcomes of such studies indicate that organizations with higher levels of employee engagement outperform their competitors in terms of performance and profitability, while companies with low levels of employee engagement witness a decline in profits and operating margins. Hay, Gallup, Watson Wyatt, and DDI, through their research studies, have all concluded that highly engaged employees in organizations increase passion for and commitment to the organization's goals, create a high-energy working environment, result in higher employee retention, foster higher levels of creativity and innovation, promote a greater sense of teamwork, enhance alignment with the organization's values, and contribute to sustained long-term success.
Current studies also suggest that employee engagement is influenced by employees' perceptions of job importance, clarity of job expectations, career advancement opportunities, regular feedback from superiors, quality of working relationships with subordinates, superiors, and peers, as well as perceptions of the ethos and values of the organization.
Employee Satisfaction vs. Engagement
It would be inaccurate to equate employee satisfaction with the level of engagement. Employee satisfaction and loyalty do not necessarily indicate that an employee is truly engaged. A study by Gallup revealed that regardless of how long employees stay with an organization or how satisfied they are with their job, only an average of 29% are typically fully engaged and willing to provide discretionary effort. Another 49% may be indifferent, and the remaining 22% may be actively disengaged. While employees may be self-motivated and dedicated to their jobs, sometimes they do not fully engage with the organization. Engaging employees involves more than just keeping them satisfied and retained.
Challenges in Improving Employee Engagement
Improving levels of employee engagement may seem straightforward, but it is, in fact, challenging. Attempts to raise engagement levels are likely to falter unless there is willingness at the top level. There is no magic wand that can be waved to achieve high levels of engagement. Consistent efforts, along with practical tools and techniques, are necessary to create high levels of engagement. The cover feature of this issue is intended to present techniques and tools for enhancing employee engagement.
Business managers may issue guidelines to bring forth such techniques and tools for employee engagement.
Regards,
From India, Delhi
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