what is employeee engagement ??? practically what are the elements using in employee engagement in employee engagement???
From India, Vellore
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3From India, Vellore
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When an employee is self-motivated, positively attached, and engaged in their work, able to influence peers and supervisors to achieve organizational goals and standards, it is referred to as Employee Engagement.
Elements that Influence Employee Engagement
There are many elements, but here are a few that might help you start and give you an idea:
Leadership
A manager who demonstrates professionalism without any partiality, one who can lead the way.
Communication
Keep all channels open for communication with your employees; don't shield them from news of failures and successes.
Culture
Create a positive work culture, ensure employees come to work happily, and avoid drama, politics, and groups.
Rewards and Recognition
As a manager, make an effort to recognize hardworking employees; a simple thank you letter can go a long way.
Professional and Personal Growth
Find ways to keep your employees up-to-date on current technology and see if they need any training. Doing this not only shows that you care about them but also helps them personally as they gain valuable knowledge from work.
This is my way of thinking, my thoughts, my knowledge, and experience that I am sharing with you. I might be wrong, or you might have information on this from a different perspective. If you do, please share it with me as well.
Thank you,
Mohan
From United States, Anchorage
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Elements that Influence Employee Engagement
There are many elements, but here are a few that might help you start and give you an idea:
Leadership
A manager who demonstrates professionalism without any partiality, one who can lead the way.
Communication
Keep all channels open for communication with your employees; don't shield them from news of failures and successes.
Culture
Create a positive work culture, ensure employees come to work happily, and avoid drama, politics, and groups.
Rewards and Recognition
As a manager, make an effort to recognize hardworking employees; a simple thank you letter can go a long way.
Professional and Personal Growth
Find ways to keep your employees up-to-date on current technology and see if they need any training. Doing this not only shows that you care about them but also helps them personally as they gain valuable knowledge from work.
This is my way of thinking, my thoughts, my knowledge, and experience that I am sharing with you. I might be wrong, or you might have information on this from a different perspective. If you do, please share it with me as well.
Thank you,
Mohan
From United States, Anchorage
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I would like to visualize the concept of Employee Engagement (EE) as a kind of consolidated and holistic strategy that an organization can introduce on several parameters directly affecting the individual employee's role by duly identifying the right people with that attitude who can be change agents. Therefore, the organizational study exercise needs to be initiated by an outside agency that is neither biased nor commercial in its approach to the assignment.
ASK MURTHY
From India, Chennai
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ASK MURTHY
From India, Chennai
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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. I 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 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 the competition. When those who respond to this query 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 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," and 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 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 might be happy at work, but that doesn't necessarily mean they are working hard or 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, they actually make 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 at work just for a paycheck at the end of the month or just for the next promotion, but they work heart, 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 response back, as that is going to be the real test of your engagement.
From India, Hyderabad
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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 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 the competition. When those who respond to this query 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 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," and 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 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 might be happy at work, but that doesn't necessarily mean they are working hard or 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, they actually make 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 at work just for a paycheck at the end of the month or just for the next promotion, but they work heart, 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 response back, as that is going to be the real test of your engagement.
From India, Hyderabad
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Dear Mr. Raman, good morning! EE has been expanded by clarifying what is not EE. I respect and endorse your views on the subject. Further, the scope and the meaning of EE can be attributed to the quality of voluntary initiatives of an employee to maintain goodwill amongst the internal customers in the organization. Now, the question before us is: what is the role of management in this direction?
One of the answers I can share with the forum is a real assessment of the training strategy for the selected employees, which should be unique and specific at the first level in the organization. The design, content, method, and objectives of such training should come after quality deliberations with the connected professional group in the company.
The response to this kind of training may lead to the next higher levels of inputs where 100% EE can be seen in action.
Regards, ASK MURTHY
From India, Chennai
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One of the answers I can share with the forum is a real assessment of the training strategy for the selected employees, which should be unique and specific at the first level in the organization. The design, content, method, and objectives of such training should come after quality deliberations with the connected professional group in the company.
The response to this kind of training may lead to the next higher levels of inputs where 100% EE can be seen in action.
Regards, ASK MURTHY
From India, Chennai
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Employee Engagement
A mini summary from the book "Employee Engagement 2.0," "How to Motivate Your High-Performance Team," a real-world guide for busy managers from New York Times Best Selling author Kevin Kruse.
Employee engagement is the emotional commitment the employee has to the organization and its goals.
When employees care—when they are engaged—they use discretionary effort.
Companies with engaged workers have 6% higher net profit margins (Towers Perrin research) and five times higher shareholder returns (Kenexa research).
The ROI of engagement comes from what I call the Engagement-Profit Chain:
Engaged Employees lead to…
higher service, quality, and productivity, which leads to…
higher customer satisfaction, which leads to…
increased sales (from more repeat business and referrals), which leads to…
higher levels of profit, which leads to…
higher shareholder returns (i.e., stock price).
Based on my own experience as a serial entrepreneur leading “best place to work” teams, and on Kenexa's research on over 10 million workers in 150 countries, there are three keys to driving engagement.
1) Growth and Development. Do your team members feel like they are learning new things and advancing their careers?
2) Recognition & Appreciation. Do your team members feel appreciated and that their ideas count?
3) Trust & Confidence. Do your team members trust the leadership and have confidence in the organization's future?
To remind myself of these three keys, I often repeat the mantra:
“GReaT leaders focus on Growth, Recognition, and Trust.”
Lastly, you must create a rhythm of two-way communication. You need a schedule of consistent communication touchpoints that enable you to implement Growth, Recognition, and Trust actions.
In every organization I've led—from startups to non-profits—I use a consistent rhythm of daily quick huddles, weekly one-on-ones, and monthly full team meetings.
From India, Hyderabad
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A mini summary from the book "Employee Engagement 2.0," "How to Motivate Your High-Performance Team," a real-world guide for busy managers from New York Times Best Selling author Kevin Kruse.
Employee engagement is the emotional commitment the employee has to the organization and its goals.
When employees care—when they are engaged—they use discretionary effort.
Companies with engaged workers have 6% higher net profit margins (Towers Perrin research) and five times higher shareholder returns (Kenexa research).
The ROI of engagement comes from what I call the Engagement-Profit Chain:
Engaged Employees lead to…
higher service, quality, and productivity, which leads to…
higher customer satisfaction, which leads to…
increased sales (from more repeat business and referrals), which leads to…
higher levels of profit, which leads to…
higher shareholder returns (i.e., stock price).
Based on my own experience as a serial entrepreneur leading “best place to work” teams, and on Kenexa's research on over 10 million workers in 150 countries, there are three keys to driving engagement.
1) Growth and Development. Do your team members feel like they are learning new things and advancing their careers?
2) Recognition & Appreciation. Do your team members feel appreciated and that their ideas count?
3) Trust & Confidence. Do your team members trust the leadership and have confidence in the organization's future?
To remind myself of these three keys, I often repeat the mantra:
“GReaT leaders focus on Growth, Recognition, and Trust.”
Lastly, you must create a rhythm of two-way communication. You need a schedule of consistent communication touchpoints that enable you to implement Growth, Recognition, and Trust actions.
In every organization I've led—from startups to non-profits—I use a consistent rhythm of daily quick huddles, weekly one-on-ones, and monthly full team meetings.
From India, Hyderabad
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Employee Engagement Activities - Examples
1. Induction program for new employees
2. Picnic at regular intervals
3. Social activities like family gatherings and celebration of festivals
4. Movie outings at intervals of 2-3 months
5. A daily column, written by the CEO, on the intranet with company announcements and programs
6. Updates via an overhead paging system, used to recognize employees for significant business achievements
7. Employee suggestion systems with quick responses
8. Internal magazine or newsletter on the intranet
9. CEO spending time in face-to-face communication with staff
10. CEO-based FAQ sessions on company business
11. Online "ask the CEO" mailbox
12. Monthly staff awards
13. Annual staff awards
14. Weekly blog related to serious business issues, encouraging staff to read and comment
15. Appointment of a disaster management team
16. Appointment of an emergency management team
17. Problem-solving committee
18. Leadership development activities
19. Team building activities
20. Conducting soft skills training programs as well as required training programs
21. Online real-time tracking of progress, allowing employees to view company progress towards targets and goals
22. Providing a long-term strategic vision for business growth
23. Indoor and outdoor games, like Chess, Cricket, Badminton, etc.
24. Celebration of employees' birthdays
Regards,
Subba Raju.N
From India, Hyderabad
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1. Induction program for new employees
2. Picnic at regular intervals
3. Social activities like family gatherings and celebration of festivals
4. Movie outings at intervals of 2-3 months
5. A daily column, written by the CEO, on the intranet with company announcements and programs
6. Updates via an overhead paging system, used to recognize employees for significant business achievements
7. Employee suggestion systems with quick responses
8. Internal magazine or newsletter on the intranet
9. CEO spending time in face-to-face communication with staff
10. CEO-based FAQ sessions on company business
11. Online "ask the CEO" mailbox
12. Monthly staff awards
13. Annual staff awards
14. Weekly blog related to serious business issues, encouraging staff to read and comment
15. Appointment of a disaster management team
16. Appointment of an emergency management team
17. Problem-solving committee
18. Leadership development activities
19. Team building activities
20. Conducting soft skills training programs as well as required training programs
21. Online real-time tracking of progress, allowing employees to view company progress towards targets and goals
22. Providing a long-term strategic vision for business growth
23. Indoor and outdoor games, like Chess, Cricket, Badminton, etc.
24. Celebration of employees' birthdays
Regards,
Subba Raju.N
From India, Hyderabad
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Thanks to Mr. Raman Sir for elaborately explaining Employee Engagement (EE). I have the opinion that in my small business, I have always ensured growth, recognition, and trust as major factors converged with training and open communication with my people. It needs the inner immense emotions of each individual to be such a part of the organization where he/she believes that his own needs, including self-actualization, will be fulfilled. Organizations provide almost everything, but still, EE remains a big challenge. The only reason I assume is that work, compassion, and emotions are the factors that must be truly aligned to drive a person to achieve what is expected from him.
Thanks,
Bijay
From India, Vadodara
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Thanks,
Bijay
From India, Vadodara
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Mr. Bijay Mujumdar, it's nice to see your response. Let me, at the very outset, tell you how very good I felt when I read what you've written about your business. You say it's small, but believe me, it will not be the same; it'll grow enormously if you stay consistent. You must relentlessly continue to practice open communication, recognize and trust people who are associated with you, and then offer relevant/appropriate training. You are "spot on" as far as "EE" goes.
Though one thing that you must ensure is that everyone who works with you should be in tune with your honest practices and ensure that they too, like you, are entrepreneurs carrying that feeling within them that they are entrepreneurs running their own company while being in your company.
Best wishes.
From India, Hyderabad
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Though one thing that you must ensure is that everyone who works with you should be in tune with your honest practices and ensure that they too, like you, are entrepreneurs carrying that feeling within them that they are entrepreneurs running their own company while being in your company.
Best wishes.
From India, Hyderabad
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Thank you for the compliment. I am confident and will always ensure the most ethical practices in the business. As we know, a business that operates with ethics will pave the way for all employees to be engaged with freedom and enthusiasm. It is crucial for management to contribute towards Employee Engagement.
Trees with deep roots embedded in the soil can withstand heavy storms and survive longer. Therefore, all of us in HR must strengthen the organization's roots through the best Employee Engagement practices.
Thank you,
Bijay
From India, Vadodara
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Trees with deep roots embedded in the soil can withstand heavy storms and survive longer. Therefore, all of us in HR must strengthen the organization's roots through the best Employee Engagement practices.
Thank you,
Bijay
From India, Vadodara
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The Importance of Employee Engagement
Employee engagement is a vital area for any organization to excel, compete, and serve effectively in the world. Here are some interesting quotes on employee engagement that highlight its essence:
- “To win in the marketplace you must first win in the workplace.” – Doug Conant
- “Always treat your employees exactly as you want them to treat your best customers.” – Stephen R. Covey
- “Engaged employees are in the game for the sake of the game; they believe in the cause of the organization.” – Paul Marciano, PhD
To convert your human capital into the best assets of the organization, engage your employees to make your organization a great place to do great work.
From India, Pune
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Employee engagement is a vital area for any organization to excel, compete, and serve effectively in the world. Here are some interesting quotes on employee engagement that highlight its essence:
- “To win in the marketplace you must first win in the workplace.” – Doug Conant
- “Always treat your employees exactly as you want them to treat your best customers.” – Stephen R. Covey
- “Engaged employees are in the game for the sake of the game; they believe in the cause of the organization.” – Paul Marciano, PhD
To convert your human capital into the best assets of the organization, engage your employees to make your organization a great place to do great work.
From India, Pune
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Textbook Description of Employee Engagement
Employee engagement is a workplace approach designed to ensure that employees are committed to their organization's goals and values, motivated to contribute to organizational success, and able at the same time to enhance their own sense of well-being.
Ways to Increase Employee Engagement
There are many ways and steps to increase employee engagement. Basically, an employee needs to feel that the organization cares for him/her and that he is important as a human being and not just a mere ID number in the big ocean.
All who lead teams, work as managers, have staff, and co-workers working with you. I believe we need to know our employees/coworkers as people with desires and dreams as human beings.
- Arrange small picnics, get-togethers, and family gatherings from time to time.
- Make it a point to visit an employee who is not well or hospitalized.
- Talk to your coworker before he proceeds on leave and when he reports back. Ask him how the leave was and generally how things are with him—show genuine concern without probing into personal matters.
An employee should be treated with care and respect. Recognize the merits and good work done by your team members. Pass the credit to the workers when good things take place. Make employees aware of company culture and values. Be genuine in your dealings; one can see through pretenses and superficial welfare activities.
The conduct and actions of the immediate manager impact employee engagement. A good and genuine manager inspires employee engagement through his interactions, care, concern, and professionalism.
From India, Pune
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Employee engagement is a workplace approach designed to ensure that employees are committed to their organization's goals and values, motivated to contribute to organizational success, and able at the same time to enhance their own sense of well-being.
Ways to Increase Employee Engagement
There are many ways and steps to increase employee engagement. Basically, an employee needs to feel that the organization cares for him/her and that he is important as a human being and not just a mere ID number in the big ocean.
All who lead teams, work as managers, have staff, and co-workers working with you. I believe we need to know our employees/coworkers as people with desires and dreams as human beings.
- Arrange small picnics, get-togethers, and family gatherings from time to time.
- Make it a point to visit an employee who is not well or hospitalized.
- Talk to your coworker before he proceeds on leave and when he reports back. Ask him how the leave was and generally how things are with him—show genuine concern without probing into personal matters.
An employee should be treated with care and respect. Recognize the merits and good work done by your team members. Pass the credit to the workers when good things take place. Make employees aware of company culture and values. Be genuine in your dealings; one can see through pretenses and superficial welfare activities.
The conduct and actions of the immediate manager impact employee engagement. A good and genuine manager inspires employee engagement through his interactions, care, concern, and professionalism.
From India, Pune
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The Importance of Employee Engagement Surveys
Staff feedback through an employee engagement survey provides all the information needed to create an organization where people enjoy work and want to develop. Happy employees are productive employees. A staff survey is an excellent way to gather information about employee engagement and satisfaction. They can also be used to collect information about specific campaigns, such as stress management, training needs analysis, change management, and appraisals.
Collating staff feedback requires careful planning, and that's where we can help. With our collective experience, our employee engagement team takes away the hassle and delivers a complete service—from asking the right questions, designing and printing, to capturing the data. We can carefully analyze and present the results of your employee surveys in an easy-to-understand management report that will highlight areas for improvement or celebration.
With our assistance, your employee engagement survey will:
- Create a clear understanding of your employees’ engagement levels
- Uncover improvement ideas for your entity and its operations
- Monitor the success of change management
- Drive your entity’s strategy forward
- Improve two-way communication between staff and management
Regards
From India, Faridabad
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Staff feedback through an employee engagement survey provides all the information needed to create an organization where people enjoy work and want to develop. Happy employees are productive employees. A staff survey is an excellent way to gather information about employee engagement and satisfaction. They can also be used to collect information about specific campaigns, such as stress management, training needs analysis, change management, and appraisals.
Collating staff feedback requires careful planning, and that's where we can help. With our collective experience, our employee engagement team takes away the hassle and delivers a complete service—from asking the right questions, designing and printing, to capturing the data. We can carefully analyze and present the results of your employee surveys in an easy-to-understand management report that will highlight areas for improvement or celebration.
With our assistance, your employee engagement survey will:
- Create a clear understanding of your employees’ engagement levels
- Uncover improvement ideas for your entity and its operations
- Monitor the success of change management
- Drive your entity’s strategy forward
- Improve two-way communication between staff and management
Regards
From India, Faridabad
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Dear All, Kindly suggest Employee Engagement Activities for trading Company. Regards,
From India, Vadodara
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From India, Vadodara
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Hello,
Please go to the Search section on Cite HR and type "Employee Engagement activities." You will find plenty of options and good suggestions on Employee Engagement.
Further, you will receive more responses if you provide details in your post. For example, the number of employees working with you, their age group, their overall motivation, and any employee engagement activities undertaken in the past.
With regards,
Vaishalee Parkhi
From India, Pune
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Please go to the Search section on Cite HR and type "Employee Engagement activities." You will find plenty of options and good suggestions on Employee Engagement.
Further, you will receive more responses if you provide details in your post. For example, the number of employees working with you, their age group, their overall motivation, and any employee engagement activities undertaken in the past.
With regards,
Vaishalee Parkhi
From India, Pune
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Hi,
Everything you do for employees that engages them directly or indirectly is considered Employee Engagement Activities. I would be happy to provide you with more ideas, but first, I would like to know the industry you are working in because EE activities vary significantly from one industry to another.
Thanks!
From India, Pune
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Everything you do for employees that engages them directly or indirectly is considered Employee Engagement Activities. I would be happy to provide you with more ideas, but first, I would like to know the industry you are working in because EE activities vary significantly from one industry to another.
Thanks!
From India, Pune
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Understanding Employee Engagement
Employee engagement is a term that has been widely discussed in recent times, but it has been in place since the beginning of the Industrial Revolution. In essence, it is the responsibility of an organization and the supervisor to consistently engage an employee in their work, providing them with continuous learning opportunities, thereby enhancing the employee's knowledge, skills, and competencies.
Now, the term employee engagement encompasses outbound training, birthday parties, festival celebrations, gifts, etc., which are all important; however, the foundation is crucial.
Thanks & Regards,
Isaac Patturaja G B
From United States, Huntsville
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Employee engagement is a term that has been widely discussed in recent times, but it has been in place since the beginning of the Industrial Revolution. In essence, it is the responsibility of an organization and the supervisor to consistently engage an employee in their work, providing them with continuous learning opportunities, thereby enhancing the employee's knowledge, skills, and competencies.
Now, the term employee engagement encompasses outbound training, birthday parties, festival celebrations, gifts, etc., which are all important; however, the foundation is crucial.
Thanks & Regards,
Isaac Patturaja G B
From United States, Huntsville
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Thanks for asking a valid question here. Actually, employee engagement is considered one of the fundamental questions of human resource management. In my opinion, employee engagement is an emotional and spiritual commitment of an employee towards the accomplishment of the goals of the company.
Yes, it is important for all genres of firms, including IT companies. You can read this article to know the importance of employee retention or engagement at https://www.millforbusiness.com/why-...ent-important/. On the contrary, there is no tool to find out the level of employee engagement. You can only measure it via your human intelligence, or otherwise, your sales, profile levels, and customer satisfaction would guide you in a better way about the employee engagement.
From United States, Manassas
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Yes, it is important for all genres of firms, including IT companies. You can read this article to know the importance of employee retention or engagement at https://www.millforbusiness.com/why-...ent-important/. On the contrary, there is no tool to find out the level of employee engagement. You can only measure it via your human intelligence, or otherwise, your sales, profile levels, and customer satisfaction would guide you in a better way about the employee engagement.
From United States, Manassas
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Employee Engagement
Employee engagement is a workplace approach resulting in the right conditions for all members of an organization to give their best each day. It involves being committed to the organization's goals and values, motivated to contribute to organizational success, and having an enhanced sense of their own well-being.
Benefits of Employee Engagement
- Increased Employee Productivity
- Decreased Turnover
- Increased Innovation
- Decreased Absenteeism
- Decreased Workplace Injury
Increased Employee Engagement Leads to
- Increased Profitability
- Increased Stock Price
- Better Customer Service
- Better Recruitment Success
From India
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Employee engagement is a workplace approach resulting in the right conditions for all members of an organization to give their best each day. It involves being committed to the organization's goals and values, motivated to contribute to organizational success, and having an enhanced sense of their own well-being.
Benefits of Employee Engagement
- Increased Employee Productivity
- Decreased Turnover
- Increased Innovation
- Decreased Absenteeism
- Decreased Workplace Injury
Increased Employee Engagement Leads to
- Increased Profitability
- Increased Stock Price
- Better Customer Service
- Better Recruitment Success
From India
Acknowledge(0)Amend(0)
Employee engagement
Employee engagement is a human resources (HR) concept that describes the level of enthusiasm and dedication a worker feels toward their job. Engaged employees care about their work and the performance of the company, and they feel that their efforts make a difference. Employee engagement is about being fully included as a member of the team, focused on clear goals, trusted and empowered, receiving regular and constructive feedback, supported in developing new skills, and being thanked and recognized for achievements.
Elements of employee engagement
The following elements are involved in employee engagement within a company:
• Recognition programs
• Leadership
• Team-building activities
• Workplace parties
• Communication
• Culture
For the demo, please visit the following link: https://www.akriviahcm.com/
From India
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Employee engagement is a human resources (HR) concept that describes the level of enthusiasm and dedication a worker feels toward their job. Engaged employees care about their work and the performance of the company, and they feel that their efforts make a difference. Employee engagement is about being fully included as a member of the team, focused on clear goals, trusted and empowered, receiving regular and constructive feedback, supported in developing new skills, and being thanked and recognized for achievements.
Elements of employee engagement
The following elements are involved in employee engagement within a company:
• Recognition programs
• Leadership
• Team-building activities
• Workplace parties
• Communication
• Culture
For the demo, please visit the following link: https://www.akriviahcm.com/
From India
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Dear Colleagues,
Employee Engagement to Employee Experience
Employee Engagement has transitioned to Employee Experience now. A few years back, the concept of Employee Engagement was widely discussed, focusing on how employees could be engaged, posing a significant question for businesses. Many organizations sought to find the answer.
In recent years, organizations have shifted their focus from Employee Engagement to creating a comprehensive Employee Experience for their talent. This recent development emphasizes the importance of consistently providing a good employee experience, innovatively and in novel ways, to retain talent within organizations. Employee Experience encompasses Employee Engagement.
What is meant by employee experience?
Employee experience refers to a worker's perceptions of their journey through all touchpoints within a company, starting from job candidacy through to exiting the company. A great employee experience results from individuals coming together to help one another, offering support, and collaborating in meaningful, productive ways.
Therefore, the HR fraternity must now gear up, review, modify, and innovate new ways to provide an exceptional employee experience. This involves various sub-processes, sub-systems, activities, actions, platforms, policies, and a way of life that ensure each moment of an employee's work life is satisfying, pleasant, and of the highest quality.
All the Best, God bless,
Dr. P. SIVAKUMAR
Doctor Siva Global HR
Tamil Nadu
From India, Chennai
Acknowledge(0)Amend(0)
Employee Engagement to Employee Experience
Employee Engagement has transitioned to Employee Experience now. A few years back, the concept of Employee Engagement was widely discussed, focusing on how employees could be engaged, posing a significant question for businesses. Many organizations sought to find the answer.
In recent years, organizations have shifted their focus from Employee Engagement to creating a comprehensive Employee Experience for their talent. This recent development emphasizes the importance of consistently providing a good employee experience, innovatively and in novel ways, to retain talent within organizations. Employee Experience encompasses Employee Engagement.
What is meant by employee experience?
Employee experience refers to a worker's perceptions of their journey through all touchpoints within a company, starting from job candidacy through to exiting the company. A great employee experience results from individuals coming together to help one another, offering support, and collaborating in meaningful, productive ways.
Therefore, the HR fraternity must now gear up, review, modify, and innovate new ways to provide an exceptional employee experience. This involves various sub-processes, sub-systems, activities, actions, platforms, policies, and a way of life that ensure each moment of an employee's work life is satisfying, pleasant, and of the highest quality.
All the Best, God bless,
Dr. P. SIVAKUMAR
Doctor Siva Global HR
Tamil Nadu
From India, Chennai
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Employee Engagement Study.doc
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