Employee Engagement in fast growing Organizations
Employee engagement
in fast going organizations
Introduction
According to Kortumann et al, 2014 in the
current corporate world, companies depend on available human capabilities to
run an organization, but it wouldn’t work for long. Maintaining or running a
successful organization won’t be possible without having the employee engaged.
Many organizations struggle in proposing the change, as their main focus on the
employees are lost (Hill & Birkinshaw, 2012).
Skilled
labour, education level, best practices, development has been introduced to
Increase the efficiency in every firm but due to disengaged employees, the Productivity
of the results have drastically dropped. (Purcell, 2014). This is one main
Reasons as to why many major companies don’t exist for long as it has affected
the financial side of the firm (Bersin, 2014).
Khan, 1990 694 describes employee engagement as when the employees are given an opportunity to express their views physically, emotionally and through actions. The emotional part of the employees could be classified as either negative or positive views about the organization. Moreover, according to Kahn, engagement is when an employee is physically and emotionally present while doing their daily work.
Employee engagement, recognition and how it impacts our daily lives
Getting all the employees engaged in everything that has happens in the office and rewarding them by recognizing or appreciating their work could lead to an massive change within themselves and as a whole. Video 1.0 give a very good understanding on how it could impact one’s life and the change it could bring to work.
Video 1: Employee engagement and motivation
Employee engagement is based on trust, integrity, two way commitment and communication between an organization and its members (Engage for Success, 2020). It is an approach that increases the chances of business success, contributing to organizational and individual performance, productivity and well-being (Engage for Success, 2020). It can be measured. It varies from poor to great. It can be nurtured and dramatically increased; it can be lost and thrown away (Engage for Success, 2020).
Employee engagement for employees
o Employee engagement is getting up in the morning thinking, “Great, I’m going to work. know what I’m going to do today. I’ve got some great ideas about how to do it really well. I’m looking forward to seeing the team and helping them work well today” (Engage for Success, 2020).
o Employee engagement is about understanding one’s role in an
organization, and being sighted and energized on where it fits in the organization’s
purpose and objectives (Engage for Success, 2020).
o Employee engagement is about having a clear understanding of
how an organization is fulfilling its purpose and objectives, how it is
changing to fulfil those better, and being given a voice in its journey to
offer ideas and express views that are taken account of as decisions are made (Engage for success, 2020).
o Employee engagement is about being included fully as a
member of the team, focused on clear goals, trusted and empowered, receiving
regular and constructive feedback, supported in developing new skills, thanked
and recognized for achievement (Engage
for success, 2020).
Video 2.0 the concept of employee engagement
is explained with easy to understand examples. The video also demonstrates how
employee satisfaction doesn’t necessarily imply employee engagement by using
the example of the fashion store sales team who were bobbing away to the music
& laughing (clearly, satisfied with their jobs) but not focused on the customers
& most likely not operating the way the leadership of the establishment
would have desired for them to not engaged (Kruse, 2015)
Video 02: Definition of Employee Engagement
Source : (Kruse, 2015)
References:
Albrecht, S. L. (2020) Engage for Success A movement in alliance with CIPD, Chartered Institute of Personnel and Development, pp.01-04. https://engageforsuccess.org/what-is-employee-engagement
Employee engagement & motivation video. (2012). (video) Achievement Awards group https://www.youtube.com/watch?v=AnRhQ6n8fYI
Hill, S. A., & Brikinshaw, J (2012). Ambidexterity and survival in corporate venture units. Journal of Management, 40, 1899-1931. Doi: 10.1177/0149206312445925
Juneja, P. (2019). Understanding employee Engagement – Definition and its Origin.
Managementstudyguide.com. Available at management
study guide/ Understanding employee-engagement.htm [Accessed 22 Sep.2019]
Kahn, W. A (1990) Psychological conditions of personal engagement and disengagement at work’, Academy of Management Journal, Vol 33, pp692-724.
Kortmann, S., Gelhard, C., Zimmermann, C., & Piller, F. (2014). Linking strategic flexibility and operational efficiency: The mediating role of ambidextrous operational capabilities. Journal of Operations Management, 32, 475–490. doi:10.1016/j.jom.201.09.007
Kruse, K. (2015) What Is the Definition of Employee Engagement?. [Online]. Available at: https://www.youtube.com/watch?v=Uu7EG6EZeAM [Accessed on 23 October 2019].
Kular, S Gatenby, M., Soane, E. and Truss, K. (2019). Employee Engagement. A literature review [online] (19). Available at https://www.researchgate.net/publication/314197403
When employees care - when they are ‘engaged’- they use discretionary effort. They stay behind
ReplyDeleteto get a job done because they are committed and feel accountable and want to, they pick up the
cups left behind on the table in the meeting room or the rubbish that missed the bin because they care about their workplace. They stand up for their company because they are proud to be a part of it, they find solutions to problems and create ideas to improve; they are emotionally engaged with their organization and they care(Allen 2014).
Thank you for your comments. I do agree with your statement when employee care, when they are engaged and use discretionary effort. Also It’s well known that employees’ attitudes toward the organization have a significant effect on how they approach
Deletetheir jobs and how they treat customers. But recent research
also suggests that high levels of employee engagement are
associated with higher rates of profitability growth ( Kumar, 2018)
According to Robert J Vance, over the past 250 years, the nature of work and employment has evolved through a series of stages. Likewise, the nature of job and task design also has evolved. Many organizations should conduct work surveys to gauge the intensity of employee engagement and be able to assess the relationships between engagement and important business results. Whatever the results, the organization should be able to shed light on which investments in engagement initiatives are paying off.
ReplyDeleteAccording to author Arnold, there are 3 components of motivation: direction is what a person is trying to do. effort is how hard a person is trying. persistence is how long a person keeps on trying (Arnold 2014).
Delete'‘May it be for your professional or personal life, it is important that you work towards your self-development each day'' (President Gotabaya Rajapaksa, 2020).
Thank you Melissa and Romesh for your comments. While I agree with both of you I would like to add the following; LaBarre (2001) draws from Marcus Buckingham’s Gallup Q12 survey analysis indicating that there is a definite link between people and performance. Organizations that scored in the top Employee Engagement
Deleteand OD Strategies “Employee satisfaction is distinct from employee engagement. Employee satisfaction implies the meeting of traditional needs such as competitive benefits and safe working conditions, while engagement implies the active integration of the employee’s attention on the business of the organization.” By Debra Orr and
Hona Matthews 2008. 25% for engaged employees have lower turnover, higher customer loyalty, higher productivity and higher profitability. LaBarre goes on to say that 26% of the working population is engaged, 55% is not engaged, and 19% is actively disengaged. In a 2003 study, consultants Lowman and Seaborn found employee engagement numbers to be even lower than that of the Q12 study where “17% of employees are highly engaged, and almost one in five is disengaged.”
Yes Malika, Engagement can affect employees’ attitudes, absence and turnover levels and various studies have demonstrated links with productivity, increasingly pointing to a high correlation with individual, group and organisational performance, a success measured through equality of customer experience and customer loyalty (Hemsley Fraser,2008,cited in The HR Director,2008;The Conference Board,2006).
ReplyDeleteThank you Dilini for your comments on my post. I agree with you that Employee Engagement can affect employee attitudes, absence and turnover levels. Employee engagement has a significant positive effect on organizational commitment too. Engaged employees work harder, are more likely to go above the requirements and expectations of their work (Lockwood, 2007).
DeleteRecent examinations have investigated the significance of creating positive organizational ideas such as optimism, trust and engagement among employees with the goal that organizations can work viably in the dynamic business sectors (Koyuncu et. al., 2006). In engagement, people employ and express themselves physically, cognitively, and emotionally during role performances. The cognitive aspect of employee engagement concerns employees’ beliefs about the organization, its leaders and working conditions. The emotional aspect concerns how employees feel about each of those three factors and whether they have positive or negative attitudes toward the organization and its leaders. The physical feature of employee engagement probes on the physical energies exerted by individuals to accomplish their roles. Thus, according to Kahn (1990), engagement means to be psychologically as well as physically present when occupying and performing an organizational role( Sundaray, BK, 2011). Long term observations and subsequent judgements of an employee on his/her manager compels to cause variation of employee engagement.
ReplyDeleteThank you Asitha for your comments and I agree on your statement. I would like to add further that employee engagement is influenced by many factors—from workplace culture, organizational communication and managerial styles to trust and respect, leadership, and company reputation. In combination and individually, HR professionals and managers play important roles in ensuring the success of the organization's employee engagement initiatives (SHRM, 2011).
DeleteEmployee engagement is the key to building a successful business. But driving employee engagement doesn't come easy: worldwide, only 15% of employees are engaged with their work (Employee Engagement Statistics, 2020).
ReplyDeleteThank you Romesh for your comments on my blog. I agree that employee engagement is the key to business success but it is very difficult task to drive this. Engaged employees are more productive, more profitable and have lower turnover than employees who are not engaged with their organization (Debra & Hona, 2008) However, an engaged workforce is not easy to develop when nearly one in five employees is actively disconnected from work. To attain these higher levels of productivity and to meet customer needs, launching employee focused strategies that encourage employee participation and involvement is essential (Debra & Hona, 2008)
DeleteHi Malika, According to Armstrong (2014) Engagement is a situation in which people are committed to their work and the organization and are motivated to achieve high levels of performance.
ReplyDeleteYou are absolutely correct Ranga and thank you for your comments on my blog. I confirm your statement. As you may know there’s an infamous fairytale question that goes, “Mirror, mirror on the wall, who’s the fairest of them all?” If from an organization development perspective this question is asked surely you answer will be “engaged employees,” (Debra & Hona, 2008)
DeleteThank you Janaka for your comments on my blog. The engaged employees care about their work and about the performance of the company, and feel that their efforts make a difference. Engagement and productivity can be affected by social cohesion, feeling supported by one's supervisor, information sharing, common goals and vision, communication, and trust. Employees want to feel valued and respected; they want to know that their work is meaningful and their ideas are heard. Highly engaged employees are more productive and committed to the organizations in which they work (Gallup 2017)
ReplyDeleteEmployee engagement is a different and incomparable theory which is a collection of knowledge, emotion and behavior (Saks, 2006). Cha (2007) defined employee engagement as the employee’s active participation in work and the shape of full physiology, cognition, and emotion that attend the work engagement, including three dimensions of work engagement, organizational identification, and sense of work value.
ReplyDeleteThanks Chamila for your comments on my blog. I certainly agree with you that Employee engagement is a different and incomparable theory which is a collection of knowledge, emotion and behavior. According to Orr, D. and Matthews, H, 2008 Engaged employees are more productive, more profitable and have lower turnover than employees who are not engaged with their organization. However, an engaged workforce is not easy to develop when nearly one in five employees is actively disconnected from work. To attain these higher levels of productivity and to meet customer needs, launching employee-focused strategies that encourage employee participation and involvement is essential.
DeleteOften interchangeably, the terms engagement and job satisfaction are used. Research has shown, however, that although there is some overlap in the drivers of commitment and satisfaction, there are also significant differences in the components that determine each one (Berry & Morris, 2008).
ReplyDeleteThank for your comments on by blog. I would like to add that job satisfaction is an emotional response to a job situation. As such it cannot be seen, it can only be inferred. Job satisfaction is often determined by how well outcome meet or exceed expectations. For instance, if organization participants feel that they are working much harder than others in the department but are receiving fewer rewards they will probably have a negative attitudes towards the work, the boss and or coworkers. On the other hand, if they feel they are being treated very well and are being paid equitably, they are likely to have positive attitudes towards the job (Ayeni 2007)
DeleteAdding onto your post, Employee engagement can be considered as a motivational factor which pushes organization to achieve its mission (Paluku, 2016). Also Paluku (2016) highlighted that best fit working environment leads employees to provide there best to the organization needs and it cased in achieving organizational goals and objectives
ReplyDeleteThank you Isuru for your comments on my blog. Robinson et al. (2004) define employee engagement as a positive attitude held by the employee towards the organization and its value. 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 organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee (Markos 2010).
DeleteMann and Harter (2016) defined employee engagement as “the level of commitment and involvement an employee has towards his organization and its values”. Mishra et al. (2015) considered employee engagement as the degree to which individuals are attentive to and absorbed in performing their roles. Gallup (2016) described an engaged employee as “emotionally invested and focused on creating value for their organization every day”. From the definitions of the employee engagement, itself it can be understand the extent to which employee engagement can influence company performance.
ReplyDeleteAccording to Amit Verma (2018), organizations that create a culture defined by meaningful work, deep employee engagement, job and organizational fit, and strong leadership are outperforming their peers and will likely beat their competition in attracting top talent.
ReplyDeleteThank you Mihiran for your comments on my blog post. Culture is a phenomenon that surrounds us all. Culture helps us understand how it is created, embedded, developed, manipulated, managed, and changed. Culture defines leadership. Understand the culture to understand the organization. Culture is customs and rights. Good managers must work from a more anthropological model. Each org has its own way and an outsider brings his/her baggage as observer. Understand new environment and culture before change or observation can be made (Schein, 2020).
DeleteAs cited by Sokro (2012) the employer brand does provide economic and social benefits to the employees. It helps to attract the potentials and shapes their expectations about their employment. Also, it does align the existing employees to the organizational culture and strategy.
DeleteHi Malika , Interesting reading and adding more to this. Researching why companies invest on Employee engagement? Markos & Sridavi ( 2010) answered ,because employee engagement is interwoven significantly with important business outcomes. In this part we will see how employee engagement impacts organizational performance in the light of various research works done. Coffman (2000),Studies have found positive relationship between employee engagement and organizational performance outcomes: employee retention, productivity, profitability, customer loyalty and safety. Researches also indicate that the more engaged employees are, the more likely their employer is to exceed the industry average in its revenue growth. Employee engagement is found to be higher in double-digit growth companies. Research also indicates that engagement is positively related to customer satisfaction.
ReplyDeleteThank you Madura for your comments on my post. Yes I am well aware that employee engagement is a vast construct that touches almost all parts of human resource management facets we know hitherto. If every part of human resources is not addressed in appropriate manner, employees fail to fully engage themselves in their job in the response to such kind of mismanagement (Sridevi, 2010).
DeleteAccording to Lawler and Worley, (2006) for a high-involvement work practice to be effective and for same to have a positive impact on employee engagement, employees must be given power. Further, evidence is such that high-involvement will lead to employees having the ability to make decisions that are important to their performance and to the quality of their working lives, thus engaging them in their work and furthermore, Lawler and Worley (2006) contend that power can mean a relatively low level of influence, as in providing input into decisions made by others or high-engagement of employees can mean having final authority and accountability for decisions and the organizations outcomes.
ReplyDeleteThank you Kelum for your comment on my post. I would like to add According to Penna research report (2007) meaning at work has the potential to be valuable way of bringing
Deleteemployers and employees closer together to the benefit of both where employees experience a sense of community, the space to be themselves and the opportunity to make a contribution, they find meaning. Employees want to work in the organizations in which they find meaning at work.
Thank you Ebrahim for your comments on my blog post. There is thus enough research to claim that employee engagement has a strong positive relationship with business success, at both the individual and the firm levels, and it yields multiple positive outcomes including retention, productivity, profitability and customer loyalty and satisfaction (Popli, 2016).
ReplyDeleteAgreed. When employees are ‘engaged’, they stand up for their company because they are proud to be a part of it. Also find solutions to problems and create ideas to improve the productivity of the organization (Allen, 2014).
ReplyDeleteReply
Thank you Sohan for your comments on my blog. I also would like to add that previous studies have shown that employees who are absorbed, dedicated, and immersed in their work are more confident and positive at their workplace. Engaged, positive, and confident employees not only keep themselves but also their customers happy and positive through their optimistic outlook and efficacious work behavior (Shaheen, 2017).
DeleteHi Malika, Robinson et al (2004) define employee engagement as “a positive attitude held by the employee towards the organization and its value. 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 organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee.”
ReplyDeleteThank you Kanishka for your comments on my blog. I would like to add further that employee engagement is an important issue in management theory and practice. However, there are still major differences in the concept, theory, influencing factors and outcomes of employee engagement, and there is still no authoritative standard. This paper attempts to review and summarize previous research results on employee engagement. Two kinds of definitions of employee engagement are identified- employee engagement as a multi-faceted construct (cognition, emotions and behaviors) and as a unitary construct (Bunchapattanasakda, 2018).
DeleteOrganizations are forever changing the way they do business in response to growing international competition, a diversifying workforce, increasingly complex work environments, and shareholder pressures (Griffiths, 2005)
ReplyDeleteThank you Asanka for your comments on my blog. Although these change strategies should accelerate an organization’s strategic and financial goals by streamlining organizational processes and offering cost saving solutions, this is often not the case because individuals find these transitions difficult to experience (Marks, 2006).
DeleteInformative Blog! Digital employee engagement platform - SOS helped organizations to build a digital platform to help the corporate employees be more productive through positive engagement and brand connection.
ReplyDelete