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“An employee who feels appreciated will always deliver more than what is expected” Dr Vijay Sangam
What is employee engagement?
Employee Engagement is a measurable degree of an employee’s positive or negative emotional attachment to their job, colleagues and organization which profoundly influences their willingness to learn and perform at work – Scarlett Surveys.
Employee Engagement is the extent to which employee commitment, both emotional and intellectual, exists relative to accomplishing the work, mission, and vision of the organization. Engagement can be seen as a heightened level of ownership where each employee wants to do whatever they can for the benefit of their internal and external customers, and for the success of the organization as a whole.
10 C‘s of Employee Engagement:
Engagement strategy includes four critical elements and they are Recognition, Motivation, Relationship building and finally Valued input. The last step is very critical, the input should be productive and positive. Negative inputs should be moderated into something positive and add value.
Recognise the performance:
1. Employees who are fully engaged in their work are often enthusiastic about the jobs they perform
2. Employees realize how much their work impacts the organization overall, and they are excited about seeing the fruits
of their labour
3. A key strategy involves here is to add another element to employees’ job functions is through recognition
4. The way to create enthusiasm about even the most mundane tasks is through challenging employees to improve new processes for performing their job functions and rewarding employees whose suggestions for improvement save the company money and resources
Motivate the employee
Workplace motivation comes from nonmonetary recognition, such as promotion, advancement or assigning more complex duties to employees who demonstrate expertise.
Employees who receive recognition for their expertise are often motivated to perform at even higher levels.
Employer strategy for improving engagement includes creating opportunities for leadership roles for deserving employees whose performance exceeds the company expectations.
o Workplace relationships are too often complicated by lack of confidence and trust in leadership
o Rebuilding employee trust and confidence in the company’s leadership team is an infallible strategy for improving employee engagement
o Encouraging the leadership team to establish a connection with all of the company’s employees can have measurable effects on employee engagement
o Building an employer-employee relationship on trust and confidence involves creating an interest in the daily
challenges employees face.
Employee engagement is directly tied to employees’ sense of value and the ability to give feedback about working
conditions and their workplace relationships, particularly those involving employee-supervisor interaction
Therefore, an effective strategy includes developing an employee opinion survey or enabling another method for
employees to voice their opinions and concerns
The most important component of an employee opinion survey is an action plan, which can be another factor in the
employee engagement strategy
1. The most striking finding is the gaps in operating incomes between companies with highly engaged employees and
companies whose employees have low-engagement scores
2. High-engagement companies improved while low-engagement companies declined in operating income during the study period
3. Furthermore, those not engaged generated less revenue than their engaged counterparts
4. Engaged employees also outperformed the not engaged and actively disengaged employees in other divisions
“You can’t lead without influence, and you can’t have influence if you’re not a leader.”