By Raghu Kshitiz
Employee engagement can be understood as one’s role in an organization,
and being sighted and energized on where it fits in the organization’s purpose
and objectives.
It’s a concept that measures the level of employees'
emotional and psychological investment in their work and organization. And, this
has been a topic of discussion among human resource professionals and business
leaders for several decades.
Employee engagement is defined as a multidimensional
construct that encompasses an employee's emotional and cognitive attachment to
their work and organization, as well as their level of motivation, involvement,
and commitment.
The Harvard Business Review simplifies the definition
of employee engagement as ‘people want to come to work, understand their
job, and know how their work contributes to the success of the organization.’ It
further adds that ‘strong employee engagement promotes a variety of outcomes
that are good for employees and customers.’
Likewise, according to the Gallup Organization, ‘Engaged
employees are those who are emotionally and behaviorally attached to their work
and workplace. Engaged employees are passionate about their work, committed to
their organization's goals, and motivated to contribute to its success.’
Employee engagement is seen as a key driver of individual and organizational productivity, performance, and well-being.
The benefits of employee engagement are not limited to the
individual employee, but also extend to the organization. Research has found
that engaged employees are more likely to have higher levels of job
satisfaction and organizational commitment as they are more satisfied with
their work and be more productive and motivated than their disengaged
counterparts. Additionally, engaged employees are less likely to quit their
jobs, have lower absenteeism rates, and are more likely to stay with their
organization for a longer period of time which eventually leads to less employee
turnover.
Research has also found that organizations with higher
levels of employee engagement are more likely to have better financial
performance, increased customer satisfaction, and improved employee retention.
Furthermore, engaged employees are more likely to go above and beyond their job
duties, act as ambassadors for their organization, and foster a positive
organizational culture.
Contribution Factors
There are several factors that contribute to employee
engagement, including but not limited to:
Leadership: Employees are more likely to be engaged when
they feel supported and valued by their leaders. Leaders who provide clear
direction, empower their employees, and create a positive work environment are
more likely to have engaged employees.
Workplace Culture: A positive workplace culture, one that is inclusive and respectful, is critical to employee engagement. Employees are more likely to be engaged when they feel that their organization values their contributions and provides a supportive work environment.
Work-Life Balance: A positive work-life balance is critical
to employee engagement. Employees are more likely to be engaged when they feel
that their organization supports their personal life as well as their
professional life.
Job Design: Employees are more likely to be engaged when
their jobs are meaningful and challenging. Jobs that offer opportunities for
growth and development, as well as opportunities to use their skills and
talents, are more likely to engage employees.
So, employee engagement is a critical component of
organizational success as engaged employees are more likely to be satisfied
with their work, committed to their organization's goals, and motivated to
contribute to its success. Organizations that prioritize employee engagement
are more likely to have better financial performance, increased customer
satisfaction, and improved employee retention.
