Level of Employee
Engagement
In any business
environment engaged employees are willingly help to improve the business with
“out of the box thinking” manner (GMJ Survey), in current competitive market
environment, all the companies are
trying to be in a number one position, to being a number one, organizations
must innovate and introduce a new product and services to the market, this
innovation doesn’t come unless organization has engaged employees, further
there are three characteristics of employee engagement which are engaged, not-
engaged and actively disengaged(Jerry. K, Emily, K. 2006).
Figure 02: Characteristic
of Employee Engagement
Source: (Jerry. K, Emily. K, 2006)
Engaged
Employees- engaged employees are willingly contribute more
towards to the job with passionate, further engaged employees are “psychologically
owners” and lead the creativity, innovation, excellence in the job (zero
defects), push the organizations towards profit and exceeding the customer expectation
ultimately which will earn competitive advantage over the competitor(Adkins, 2006).
Highly engaged employees are more loyal to the organization and have a direct
link with organizations’ performance further engaged employees has a low
absenteeism which leads high productivity (Marco, 2008).
Not-
Engaged Employees- the employees who are not
psychologically attached or not committed to the job know as not- engaged
employees as these set of employees not invest time, energy and enthusiasm to
fulfill the organizations requirement and also not efficient workers and kill
time and change the jobs frequently when new opportunities comes further these
types of employees work according to the book means very less additional work and
commitment (Adkins, 2006).
Actively
Disengaged Employees- these types of employees are basically
“unhappy” at work as employees think that basic needs not been fulfilled and
all the times complaining with negative thoughts (Reilly, 2014). Further employees
bring issues at all the time rathe providing ideas or solution and very high
percentage of absenteeism, lack of innovation, lack of customer orientation and
negative word of mouth which will lead the low productivity of both employees
and organizations further disengage with co-workers at all the given times (Marco,
2008).
To overcome from last two
characteristic the organizations and direct supervisors must work with core
workers and know the employees and clear the ambiguity, inform the bigger
picture of the job what employees are doing and enable trust among employees
(Reilly, 2014). Further appreciate the additional job that employees are done
as appreciation change the employees mind and motivate employees which will
enable discretionary effort and also necessary actions should be taken to
correct last two characteristics as this will directly impact the organizations
performance, position and image (Armstrong, 2009).
The organization I am
employed in, is a large organization with more than 5000 employees, I have come
a crossed all three employee categories which elaborated above, not engaged and
actively disengaged employees performance directly impact the organization’s overall
performance hence when this happens managers actively take actions(motivation,
giving additional responsibilities, appreciate the additional work, giving
motivational training and get employee psychologically fit) and bring back to engaged level further I had
observed some employees are mixed with all these three categories specially
young generation (generation Z) very critical to engage in to the expected
level as these set of employees are school/university leavers.
List
of Reference
Adkins,
A. (2016) Employee Engagement in US Stagnant in 2015. [Online]. Available at
< https://news.gallup.com/poll/188144/employee-engagement-stagnant-2015.aspx.
>. [Accessed on 21st May 2020].
Armstrong,
M. (2009) Human Resource Management Practice. 11th ed. London, Kogan
Page [Online]. Available at< https://www.pdfdrive.com/armstrongs-handbook-of-human-resource-management-practice-e161954724.html . >. [Accessed on 10th
May 2020].
Jerry,
K. and Emily, K. (2006) Who’s Driving Innovation at your company. [Online]. Available
at < https://news.gallup.com/businessjournal/24472/whos-driving-innovation-your-company.aspx.
>. [Accessed on 18th May 2020].
Marco,
N. (2008) Employee Disengagement Plagues Germany. [Online]. Available at < https://news.gallup.com/businessjournal/117376/Employee-Disengagement-Plagues-Germany.aspx.>.
[Accessed on 18th May 2020].
Reilly,
R. (2014) Five Ways to Improve Employee Engagement now. [Online]. Available
at< https://emp-engagement.blogspot.com/2019/09/current-debates-on-topic.html. > . [Accessed on 23rd
May 2020].
Agree on your views. Further, to have a greater extent understanding with regards to the levels of employee engagement, management should have a proper mechanism in identifying the employee personalities & employees’ view on current job assignment (Chamorro Premuzic , Garrad and Elzinga, 2018).
ReplyDeleteThanks for the feedback, further employee recognition is directly impacting the level of engagement hence organization should have clear and transparency of communication and performance evaluation methods, moreover employee oriented strategic decisions are very successful and this will be liked with organizations performance (Mohannad A. M, 2019).
ReplyDeleteAdditionally, each employee has different level of mental ability to engage in the work as some are self-motivated and others may not ready to give fullest contribution to the organization due to dissatisfaction towards the organizational concern of the basic needs of the employees as per Aktar and Pangil (2017), hence, they point out HRM should introduce strategic moves like recognition, bonus and other financial and non-financial benefits according to employee performances to keep the employees engaged (Aktar and Pangil,2017).
ReplyDeleteThanks for the feedback and in addition to this, in dynamic environment organization’s success is not an easy task and this wouldn’t success unless employees perform well, furthermore engaged employees are emotionally committed to the organization success but less engaged employees are not 100% involve for organization’s success hence emotional intelligence is a tool to identify them and get them engaged (Sunita Shukla, 2013).
ReplyDeleteAgree with you Elancgoan, Also Highly motivated employees constantly look for improved practices which formulates an organization to be more successful and help organizations to survive in the long run(Armstrong, M.2007).
ReplyDeleteThank you for the feedback, in additionally employees are more important for any organization’s success however enabling employee engagement is very critical part and its unique activities, disengaged and not engaged employees’ performance level is not up to the stand and its lead organizations failure hence level of employee engagement is significantly important to success in the business (Kuranchie M, 2016).
ReplyDeleteAgree. Employee engagement is where employees understand how their deliverable are connected to the organization’s objectives and it therefore makes them more focused on the relevant activities with full commitment and also the engaged employees will exhibit not only better performance but also will be intrinsically motivated (Parker, 2002). They will have strong commitment and willingness to contribute more voluntarily (Parker, 2002).
ReplyDelete