Employee Engagement Practices
Employee Engagement Practices
Employee Engagement Practices
Contributed by,
SALEEM S
Final MBA, Srikaliswari College, Sivakasi.
Introduction
Employee engagement is the thus the level of commitment and involvement an employee has towards their organization and its values. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. The whole organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee. Engagement differs from job in as it is concerned more with how the individual employees his or her self during the performance of his or her job. Furthermore engagement entails the active use of emotions.
Defining Employee Engagement
Role theory reviews different roles that people engage in at work, and it explains reasons why people engage in certain roles and not in others. My colleagues and I have been able to use role theory to understand conditions under which employees are either engaged or disengaged and examine what happens under both conditions. In particular, we uncovered five work-related roles that exist in any company. These roles are:
1. Job holder role employees come to work and do the job that is listed in their job description.
2. Team member role employees go "above and beyond" to help members of their team work toward common goals.
3. Entrepreneur role employees come up with new ideas and processes and try to get those ideas implemented.
4. Career role employees do things to enhance their career in the organization; they learn, they adapt new skills, and more.
5. Organization member role employees do things that promote and help the company even if it's not part of their jobs or their team's duties.
Employees are in a highly engaged state when they are doing the no job roles.
Categories of Employee Engagement
According to the Gallup Consulting organization there are different types of People:-
Engaged--"Engaged" employees are builders. They want to know the desired expectations for their role so they can meet and exceed them. They're naturally curious about their company and their place in it. They perform at consistently high levels. They want to use their talents and strengths at work every day. They work with passion and they drive innovation and move their organization forward.
Not Engaged---Not-engaged employees tend to concentrate on tasks rather than the goals and outcomes they are expected to accomplish. They want to be told what to do just so they can do it and say they have finished. They focus on accomplishing tasks vs. achieving an outcome.
Actively Disengaged--The "actively disengaged" employees are the "cave dwellers."
They are "Consistently against Virtually Everything." They are not just unhappy at work; they are busy acting out their unhappiness.
Advantages of Engaged Employees
Some of the advantages of Engaged employees are
v Engaged employees will stay with the company.
v They will normally perform better and are more motivated.
v There is a significant link between employee engagement and profitability.
v They form an emotional connection with the company.
v It builds passion and commitment with the organization's strategies and goals.
v Increases employees' trust in the organization.
v Creates a sense of loyalty in a competitive environment.
v Provides a high-energy working environment.
v Boosts business growth.
v Makes the employees effective brand ambassadors for the company.
At Aditya Birla Minacs productivity, absenteeism and attrition are some of the metrics that are impacted directly by the level of employee engagement.
"Engaged employees use their talent and strengths effectively at the same time, disengaged employees not only erode the bottom- line with their lack of productivity, they also foster negativity at every opportunity, thus impacting team performance," - Paneesh Rao, the chief people officer of the company
Aditya Birla Minacs follows the Gallup Q12 model of employee engagement that focuses on 12 questions categorized into 4 key clusters, each relating to basic needs, management support, teamwork and growth respectively. Based on Maslow's theory," The key to having a highly engaged workforce is to progressively meet the needs at each of the levels starting from the lowest to the highest. If lower levels need remains unaddressed, it diminishes ability to leverage benefits of initiatives relating to the higher order needs," views, Rao.
Employee Engagement Impact on business & culture
The 13th annual World`s Most Admired Company (WMAC) survey conducted by Hay Group and Fortune magazine revealed that
v 94% of respondents believe employee engagement has created a competitive advantage in the market place;
v 71% believe their company has been successful at linking employee engagement efforts reduced employee turnover, and
v 85% say employee engagement efforts reduced employee performance problems.
v 90% of the WMAC identified their company as very effective or effective at fostering high levels of employee engagement.
v 73% say their ease of recruiting talent to fill key positions is much greater than two years ago and 86% say line managers have a very high involvement as owners of the origination's engagement initiatives.
Looking at the statics employee engagement is increasingly being identified as a key driver of business performance.
Employee engagement activities / programs
v Celebration of Employees Birthday.
v Picnic at regular intervals.
v Employee suggestion systems and quick responses.
v Appointment of emergency management team.
v Problem solving committee.
v Conducting soft skills training program as well as required training programs
v Indoor Games as well as Outdoor games, like Chess, Cricket, Badminton etc.
v CEO spending time in face to face communication with staff.
v Monthly staff awards.
v Annual staff awards.
Conclusion
Eventually, measuring employee engagement does not enhance engagement or customer response. It is an initiative coined to identify employee engagement with work and trust in the company leading to action plans for forming a truly engaged workforce that creates internal value, promises organizations of employment stability and in effect, positions organizations for nonstop development and success. Thus, organizations today are actively looking forward to intently with and proceed on behalf of their employees` expectations and performances.
Employee Engagement Practices
By: SALEEM
Art Deco Period Engagement Rings A Proposal Deserves an Opal Engagement Ring The Most Popular Engagement Mountings Wait for Discount Offer to Get Engagement Rings at the Lowest Prices Engagement Rings - Carats And Colours How To Choose The Right Engagement Ring Present Engagement Rings Her Choice For Making This Occasion Memorable A Proposal Deserves An Opal Engagement Ring Leap Year Engagements Your Engagement Ring - How To Choose It Well How To Select An Engagement Ring Setting How To Buy An Engagement Ring The Most Unique Engagement Rings