Employee engagement can be defined as the enthusiasm and involvement that employees have for their work. Employee engagement can be measured by the level of connection that employees have with the organization and their efforts that they are willing to put for the organization’s growth.
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What is employee engagement?
Employee engagement is the level of involvement of employees with the organization and with the work. Employee engagement is considered high when employees feel an emotional attachment with the organization, and they consider the success and failure of the organization as their success and failure.
In an organization, there are mainly two types of employees. The first type of employee is the ones who work to earn their paycheck and keep looking at the clock to leave for home. This category of employees can be referred to as disengaged employees.
They might be doing their work correctly and on time. But they will always be reluctant to take part in the activities taking place in the organization. They will not put extra effort to achieve the organizational goals until asked.
On the other hand, engaged employees are an asset to an organization. They are highly involved with their work and willingly put extra effort to achieve the organizational goals. They will come up with innovative ideas and solutions that can help in the growth of the organization.
Employers highly desire the engagement of employees in the workplace. Therefore, they make different efforts to increase the engagement of employees in their work. However, not all employees are equally engaged in their work.
The level of engagement can be different for different employees. In the next section, you will learn about the different levels of employee engagement.
Levels of employees engagement
Level 1: Highly engaged and committed employees
The first level of employees consists of employees who are 100% committed to the work and the organization. They consider the goals of the organization as their own goals. They are emotionally attached to their work and the organization.
Highly engaged employees are an asset to the organization. They feel a sense of responsibility for the organization. They actively take part in all the activities taking place in the organization and play and contribute their views of ideas for the organization’s growth.
Level 2: Engaged but not committed employees
Employees at the second level are engaged with the work and the organization but don’t perform their job correctly. That means they like the job but don’t have the inspiration to do their work.
There can be various reasons for their behavior, such as lack of appreciation, conflicts with the manager or colleagues, or personal issues. Employees at this level can be converted into highly engaged employees by addressing their problems.
Level 3: Neither engaged nor committed
Employees at the third level of engagement are neither engaged with their work and nor committed to their organization. Neither they set personal goals nor put any efforts to achieve the goals of the organization.
These employees can be converted into engaged employees with the help of employee engagement strategies like training, monetary perks, or other benefits.
Level 4: Actively disengaged employees
Employees at the fourth level of engagement are the type of employees that every organization fears. These employees don’t do their work and create hindrance in the work of others.
They create a negative atmosphere in the organization that affects the work of other employees. The negative atmosphere created by them affects the productivity of other employees. Disengaged employees are difficult to handle as they don’t get motivated by any perks or benefits.
Every organization expects its employees to be 100% engaged with their work and organization. Engaged employees not only do their job efficiently but also create a positive environment in the organization. However, there are several more benefits of high employee engagement.
Let us learn about these benefits one by one
1. Low employee turnover
The first benefit of employee engagement is low employee turnover. Organizations spend many resources to hire an employee. They put much effort into judging the skills and behavior of an employee. When they find a suitable employee for their organization, they expect them to stay with the organization for a more extended period. However, high employee turnover is a problem faced by many organizations.
Employees leave their job when they don’t feel engaged with the work or don’t find personal growth opportunities. The employee turnover rate can be significantly reduced by applying proper employee engagement strategies.
The engagement level can be increased by appreciating and rewarding employees for their work and providing personal growth opportunities.
2. Higher productivity
The productivity level of employees is directly proportional to their engagement level with their work. Highly engaged employees not only do their work but also put effort into the growth of the organization.
They actively participate in organizational activities and come up with creative and innovative ideas that help in the organization’s growth. They feel a sense of responsibility toward the organization.
The productivity of an engaged employee is no doubt higher than the productivity of a disengaged employee. An organization’s productivity will boom if all the employees working in the organization do their work with 100% involvement.
3. Increased profitability
The profitability of an organization directly proportional to the productivity of the organization. An organization’s profitability will be high if all the employees working in the organization are highly engaged with their work and the organization.
Because of this reason, companies spend money to provide perks and additional benefits to their employees to enhance their engagement at work. They know that the money that they will pay for their employees will come back twofold.
4. Increased employee satisfaction
Employee satisfaction is one of the main reasons that make an employee leave their current job. The engagement of an employee with their work is directly proportional to their satisfaction level with their work.
An engaged employee will always be satisfied with their work and vice versa. There are several benefits of having satisfied employees in the organization. For example, satisfied employees create a positive environment in the organization, and they put their extra efforts to achieve organizational goals.
5. Decreased absenteeism
A disengaged employee will look for reasons to take leave from work. They will keep track of their paid leaves and will call for a day off when possible. On the other hand, an engaged employee will always be eager to go to work.
They will only stay absent from work when it is necessary for them. An engaged employee enjoys their work, and they can’t wait to go back to work the next day. Decreased absenteeism has many benefits, such as the projects not being delayed and better workplace relationships among the employees.
6. Customers’ satisfaction
Satisfied customers are the main priority of every organization. Your customers interact with your employees, and if your employees are happy and satisfied, they can keep your customers happy.
An engaged employee is a happy employee. Engaged employees make efforts to satisfy your customers and handle all the queries of customers patiently.
7. Positive workplace environment
Employee engagement plays an essential role in creating a positive workplace environment. An engaged employee spends all of their work hours doing their work and making efforts to achieve the organization’s goals.
They don’t get indulged in office politics. Therefore, the more engaged employees in the organization better will be the environment of the organization.
8. Better employer and employee relationship
Employee engagement also helps in creating better relationships between the employer and the employee. An engaged employee puts 100% in their work, and they don’t have any reason to avoid their manager.
They attend all the meetings and present their views and ideas without any hesitation. They interact with their managers regularly and make plans with them to achieve organizational goals.
Factors that increase employee engagement
People usually have a dream organization where they want to work. For example, Google company is a dream company to work for many IT professionals. They want to get a job in Google because of its work-style and other benefits that it provides to its employees.
So what are the factors that increase employee engagement and reduce employee turnover?
The following are the factors that can be implemented to foster higher employee engagement.
1. Acknowledgment of employees
Acknowledging employees for their work and their contribution to the organization’s growth is one of the main factors that increase employee engagement. Employees feel inspired to work hard when they are appreciated for their efforts.
2. Decentralized power structure
The decentralized power structure is an organizational structure where power doesn’t lie in the hands of management. The power is given to the high performing employee.
In this way, the employees not only feel a sense of responsibility but are also encouraged to do their work with higher efficiency. Innovative and creative ideas boom in organizations with a decentralized power structure.
3. Freedom of opinions
Employees should be given the freedom to share their views and ideas without hesitation. Employees’ engagement in their work increases when they can think freely, share their ideas freely, and give importance to their opinions.
When their opinion is listened to and appreciated, then the employees feel a connection with the organization. Therefore, employees should be given freedom and chances to share their opinions to increase their work engagement.
4. Involvement in decision-making and other important tasks
Employees feel engaged in their work when they take part in critical decision-making processes. They think they are part of the organization. As a result of which they put hard work for the growth of the organization.
5. Growth and development of employees
Every employee seeks opportunities that can help them grow and develop their skills. Employees like to become part of the organizations that provide them chances where they can grow and develop their skills.
The lack of growth opportunities demotivate the employees and force them to look for other jobs where they feel challenged and see the scope of growth. Therefore, maintaining healthy competition among the employees is a way to help employees grow and develop their skills.
6. Cooperative employees
Cooperative employees play an essential role in the success of an organization. However, cooperation in the organization can only be achieved through communication. A manager needs to communicate with his subordinates, both formally and informally. Proper and timely communication with employees reduces the chances of miscommunication.
Conducting friendly activities in the organization and going out with them for informal outings can be a way to enhance cooperation among the members of the organization.
7. Break the mundane routine
The mundane work routine kills the creativity of the employees. Employers expect their employees to work for all the time they are in the organization. However, this is not an ideal way to work.
Employees need breaks and opportunities to gain their energy.
Conclusion
Employee engagement is an approach to measure the involvement of an employee with his work and the organization. An engaged employee will help in the growth of the organization.
However, the engagement level of all employees can not be the same. Different strategies should be used to enhance the engagement level of each employee.
