Employee Engagement and Organization’s performance  

In resent business context the topic employee engagement has arisen frequently and more important in organizations’ perspective as engaged employees aware of the business objective and engage with colleagues and perform well further engaged employees contribute more towards customer satisfaction which directly link with organization’s financial performance (Chandra, S. 2013). Most of the organizations think that employees are the best assets to compete the market in the industry, in today’s context employees expectations are beyond the basic salary and this was aware by the organizations hence currently organization take actions to keep employee engaged and make more clarity about the business requirements which help to improve the productivity and competitive advantage over the competitors (Mahmoud Ali et al, 2018).

In early 1970 organizations mainly focused employee loyalty as a result employees’ employment period was 30 to 40 years and employees did the same job whereas in late 1980 every thing was changed hence organizations focus employee engagement rather employee loyalty as a result organizations productivity and performance improved significantly further statistically proved that engaged employee produce 90% of the organizations expectations and lower level of absenteeism (Donna Carnahan, 2013). Engaged employees are very helpful for each other’s and aware of what needs to be done, how things to be achieved efficiently and continuously improved the performance and productivity (Armstrong, 2009).

 Most of the business leaders believes that engaged staffs are satisfied with the job and deliver beyond the organizations expectations which leads the customer satisfactions and revenue generations as such organizations perform well in the market further to gain the competitive advantage organization must provide proper training and development for  employees which result the continuous improvement of the organizations performance (Rebecca jones, 2018).

In current competitive market organizations must perform well and generate revenue in order to survive in the business, researchers (Towers Watson) statistically proved that engaged employees contribute more for the organizations performance such as operating income level, per employee profit contribution, customer satisfaction level, staff turn over and sales further determined that organizations perform 3 times more than the competitors (Donna Carnahan, 2013).

Employee engagement is one step above of commitment, emphasized that employee engagement has a positive impact of organizational performance further found that highly engaged employees have clear vision of organizational requirements and adhere accordingly, proper leadership style and communications also required to enable employee engagement toward organizations success (Robinson et al, 2004). Further determined that engaged employees are positively connected with organizations success because employees feel emotionally, socially and even spiritually of organizations end objectives and willingly deliver over and above the expectations (Kahn, 1990).

Employee engagement is giving opportunity to deal with colleague and should speak positively within and outside the organizations, employees should stay desired member of the organizations and put extra effort to achieve the work which directly link with organizational performance further below figure 06, clearly connect the employee engagement towards the organizational performance which is very crucial in current business context locally and globally (Bedarkar and Pandita 2014).

Figure 06: Employee engagement and organizational Performance

Source: (Bedarkar and Pandita, 2014)

The organization which I work is a leading telecommunication company and have 55% of market share and continuously keeping number one position in the industry, according to the figure 06 company has a strong leadership culture where leaders clearly aware of organizational goals and employees, inside the organization has strong culture named as “ Api Dialog”(we are Dialog family), and have an efficient and clear communication system which helps employees to discuss and solve the issues without delay and share the ideas and suggestions and which will implement, further have a proper working environment hence employees will feel better in work life balance and annually company will conduct survey through Towers Watson and take necessary decisions accordingly, further company will carry out staff engagement activities to keep employees engaged as company believes that employees are most valuable asset and as a result company compete the competitors continuously.   

Video 01

Optimizing Employee Engagement and Organizational Performance

Source: (No author, 2017)

List of Reference

Armstrong, M. (2009) Human Resource Management Practice, 11^th ed. London, Kogan Page [Online]. available at< https://www.pdfdrive.com/armstrongs-handbook-of-human-resource-management-practice-e161954724.html >. [Accessed on 31^st May 2020].

Chandra, S Patro. (2013) The Impact of Employee Engagement on Organization’s Productivity. [Online]. available at < https://www.researchgate.net/publication/281967834_The_Impact_of_Employee_Engagement_on_Organization's_Productivity . >. [Accessed on 30^th May 2020].

Donna Carnahan. (2013) A Study of Employee Engagement, Job Satisfaction and Employee Retention of Michigan CRNAs [online]. available at <https://deepblue.lib.umich.edu/handle/2027.42/143415.>. [Accessed on 30^th May 2020].

Mahmoud Ali, Ra’Ed Masa’deh, Rana Khaled abu Khalaf, Bader obeidat. (2018) The Effect of Employee Engagement on Organizational Performance Via the Mediating Role of Job Satisfaction. [Online]. available at < https://www.researchgate.net/publication/325089058_The_Effect_of_Employee_Engagement_on_Organizational_Performance_Via_the_Mediating_Role_of_Job_Satisfaction_The_Case_of_IT_Employees_in_Jordanian_Banking_Sector . >. [Accessed on 31^st May 2020].

Optimizing employee engagement and organization performance (2017) [Online] available at: < https://www.youtube.com/watch?v=FH0d3DTW7UU.>. [Accessed on 31^st May 2020].    

Rebecca, L Jones. (2018) The relationship of employee engagement and employee job satisfaction to organizational commitment. Minneapolis, walden university [Online]. available at <https://pdfs.semanticscholar.org/f116/0bea456d2646082eee408a3cb8f1cb26cb4f.pdf?_ga=2.55254370.833305335.1590929630-1419130382.1590929630. >. [Accessed on 28^th May 2020].

Robinson, D., Perryman, S,. and Hayday, S. (2004) The drivers of Employee Engagement Report 408. Brighton, Institute for Employment Studies [Online]. available at < https://www.pdfdrive.com/the-drivers-of-employee-engagement-e17421515.html. >. [Accessed on 9^th May 2020].