Benefits of Employee Engagement
Introduction
‘Employee engagement is
important to employers because a considerable amount of research indicates that
high levels of engagement results in behaviors such as maximizing discretionary
effort, taking initiative, wanting to develop, or aligning actions with
organizational needs (Armstrong,2010). Employee
Engagement will be demonstrated in positive attitudes and behaviors of
employees in an organization, that can be all the employees or part of
employees in an organization ( David Guest,2009 )
Employee Engagement provide
series of organizational benefits
Higher
productivity / performance - According to the Conference Board (2006)
of New York, engaged employees performing level is higher in 20 per cent than
the average employees.
Lower
employee turnover - 87 per cent of engagement employees are not
willing to leave the organization. It’s a really important fact of Employee engagement,
leaving a loyal and experienced employee from an organization is a considerable
loss considering training and development. (Corporate Leadership Council
,2004).
Improved
safety - Employees who are engage with their jobs and committed
to their organizations gives corporations crucial competitive advantages
including greater level of productivity and lower employee turnover (Vance ,2006)
According to the Bakker and
Leiter (2010) that dynamically engage employees give positive influence on the following
areas of an organization.
Employee
productivity - Main reason for this behavior is engaged
employees are motivated with their work and more dedicated to the organizational
strategic plans ( Schaufeli and Salanova ,2007)
Employee
Retention - Employee engagement take the lead to employee retention
within the organization mainly due to two reasons, those are high level of
motivation and low level of work stress at their workplace and around 66% per
cent of highly engaged employees had no plans to leave the organization and
seek of another opportunity (Perrin,2003).
Customer
Loyalty - Per the research done by Salanova et al (2005) has found
positive influence of engagement over service climate. Further Saks (2006)
described Engaged employees having positive
feeling towards their jobs and find their jobs to be personally meaningful and
manageable and has confidence about the future of their jobs. This better attitude,
stimulate the quality of their job and the satisfaction and loyalty of their
customers ( Saks,2006)
Organizational
performance - Per the Robinson (Robinson et al.,2007) the
best performers would be, those who with the highest engagement records in the
organization. However apart from these conclusions, Balain and Sparrow explained
that the evidence of an engagement in organizational performance is not particularly
strong and recommend since number of researches have identified a opposite
connection between performance and attitudes, Example organization’s
performance which is causing positive attitudes among employees in the organization
but not certainly other way around (Balain and Sparrow,2009).
List of Reference
·
Armstrong, M .2010, Armstrong’s essential Human
Resource Management Practice, Kogan Page.
·
Balain, S. Sparrow, P. 2009, Engaged to
Perform: A new perspective on employee engagement: Executive Summary, Lancaster
University Management School.
·
Bakker, A.B. and Leiter, M.P. 2010, Work
Engagement: A Handbook of Essential Theory and Research. New York: Psychology
Press.
·
Conference Board ,2006, Employee Engagement: A
review of current research and its implications, Conference Board, New York.
·
Corporate Leadership Council, 2004, Driving
Performance and Retention through Employee Engagement, Corporate Executive
Board, Washington, DC.
·
Guest, D 2009, Review of Employee Engagement,
notes for a discussion (unpublished), prepared specifically for the MacLeod and
Clarke 2009 review of employee engagement
·
Perrin, T 2003, Working Today: Understanding
What Drives Employee Engagement, Towers Perrin HR Services.
·
Robinson D, Hooker H, Hayday S 2007,
Engagement: The Continuing Story, Institute for Employment Studies.
·
Salanova, M., Agut, S. and Peiro, J.M. 2005,
“Linking Organizational Resources and Work Engagement to Employee Performance
and Customer Loyalty: The Mediation of Service Climate.” Journal of Applied
Psychology, 90 (6), pp.1217– 1227.
·
Schaufeli, W.B. & Salanova, M. 2007, Work
Engagement: an emerging psychological concept and its implications for organizations.
In. S.W. Gilliland, D.D. Steiner & D. P. Skarlicki (Eds.), Managing Social
and Ethical Issues in Organizations. Volume 5: Research in Social Issues in
Management.
·
Saks, A.M. 2006, ‘Antecedents and consequences
of employee engagement’, Journal of Managerial Psychology, 21 (6), pp.600-619.
·
Vance, R J 2006, Effective Practice Guidelines:
Employee engagement and commitment, SHRM Foundation, Alexandria, VA
Hello, Manoj. I'd like to add that one of the benefits of employee engagement is increased productivity. Employers are attempting all kinds of weird ways to enhance employee productivity, according to Wickham (2017), from wearable activity devices to a jungle of office plants. However, they are overlooking the solution that is right in front of them: employee engagement.
ReplyDeleteToday's organizations require innovation to be adaptable and profitable, but your managers must serve as coaches in order to encourage innovation. However, one out of every five employees is unsure whether or not their boss will provide regular, constructive feedback. Consistent, real-time feedback will push your employees to come up with new and better ideas, solutions, and products, all of which will lead to greater productivity.
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DeleteHi Isuru , thank you for adding your inputs , further Engaged employees feel a sense of attachment towards their organisation, investing themselves not only in their role, but in
Deletethe organisation as a whole.( Smith and Markwick ,2009 )
Agree with you Manoj. Employee engagement has a direct influence on organizational performance, and there is a positive association between employee engagement and organizational success (Markos et al., 2010). Workers' talent operates inside corporate enterprises, and to exploit that potential, workers must be engaged, and companies that fail to please workers risk losing talented and competent people (Singh and Sabharwal, 2011).
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DeleteHi Janakan thank you for your valuable comments , agreed with your view as well. Further Employees who are engaged are more likely to stay with their organization, reducing overall turnover and the costs associated with it. They feel a stronger bond to their organization’s mission and purpose, making them more effective brand ambassadors. They build stronger relationships with customers, helping their company increase sales and profitability (Cummins, 2014).
DeleteWell said manoj. The ultimate purpose of employee engagement is to attract and retain top talent.
ReplyDeleteAs a stronger workforce leads to the stronger team which acts as an asset to the organization, thus helping the organization grow and success (Krishna Reddy,2020).
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DeleteThank you for your valuable comments Upeksha addition employee engagement is expected to have a direct impact on improving job performance which is a requirement for organizational revenue. Work-specific energy and determination engagement helps employees maximize their work potential (Gruman and Saks, 2011).
DeleteWell explained,I would like to add more to it. Markwick (2009), has mentioned that only a happy and satisfied employee of an organization has the ability to create their customers happy at the end of the day.
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DeleteThank you for your valuable comments Amila, Some of the important employee engagement strategies lead to, decrease in employee turnover, better productivity, finer efficiency, gain bottom line profit and loyal towards customers (Smith and Markwick, 2009).
DeleteHi Manoj. As stated by Alfes et al (2010), engaged employees are performing better, more innovative than others, more likely to want to stay with their employers, enjoy greater levels of personal well-being and perceive the workload to be more sustainable than others. Stairs & Galpin (2010) mentions that high levels of engagement, lower the absenteeism, higher employee retention, increase employee effort & productivity, improve quality, reduce error rates, enhance customer satisfaction & loyalty and higher likelihood of business success.
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DeleteAgreed with your points and thank you for your valuable comments Gihan, addition Highly engaging organizational cultures may also have an attractive employer brand, being an employer of choice which attracts and retains the best talent (Martin and Hetrick, 2006).
DeleteGood explanation Manoj. Further, every manager wants to lead employees who are committed and connected to their work. In other words, they want a team of engaged employees when employees are truly engaged, teams go from being good to being great. Challenges turn into opportunities, outcomes turn into achievements, and people give it their all ( Saks, 2006).
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DeleteHi Dileep appreciate for sharing your valuable comments and inputs, agreed with your points as well.According to the Baumruk (2006) by building a culture that enables employees to engage in their work,organizations may benefit from staff who are willing to go the extra mile and achieve better financial performance.
DeleteWell explained Manoj, Robinson et al.’s (2007) survey revealed differences in levels according to gender, age, ethnicity, disability, and caring responsibilities. The engagement levels co‐vary with biographical factors such as how old a person is and their gender. The work-related factors as how new they are to the organization and allocated working hours a day.
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DeleteThank you for your valuable comments Thiloka, agreed with your view and Hughes and Rog (2008, ) state that employee engagement is a heightened emotional and intellectual connection that an employee has for his or her job, organization, manager, or co-workers that in turn influences him or her to apply additional discretionary effort to his or her work.
DeleteHi, Many employers feel that engaged employees outperform others by showing boosted interest in their work and being prepared to ‘go the extra mile’ for their organization. Employees also benefit, as some studies have shown that engaged employees see their work as more meaningful and fulfilling (Tripathy,2019)
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DeleteHi Surangi , thank you for your inputs and agreed with the points, further Crabb’s research (2011) defines employee engagement as a positive attitude held by the employee towards the organization and its values. His research states that an engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization.
DeleteWonderful blog! Small businesses and established companies are attracting towards virtual workplace culture for their remote teams, to varying degrees of success while ensuring a work-life balance. A virtual team building company, help organizations to engage their remote employees in various employee engagement activities.
ReplyDeleteThank you for your valuable comment , Agreed, with the current covid 19 pandemic most of organizations had to restructure their employee's workstations with the virtual workplace culture.Your suggestion virtual team building company is a good point considering present situation. Companies with high levels of engagement show turnover rate 40% lower than companies with low levels of engagement (Gallup, 2019).
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