Levels Of Employee Engagement
Introduction
Employees can be identified as mainly
into three groups, based on their level of engagement (Allen,2014).
1. Engaged
Employees
2. Not
Engaged Employees
3. Actively
Disengaged Employees
Most of business leaders understand the
importance of engagement and most of organizations has contributed a lot on in
it and put their efforts to increase it, Current research indicates that some
of organizations are successful in accomplishing it (Kaufman et al ,2018). As
reported by Gallup Organization (2017) on their national survey, only 33% of
employees are ‘Engaged ’employees,51% of employees ‘not engaged ‘and 16% are ‘actively
disengaged’ employees.
Engaged Employees:
Engaged employees are generally
enthusiastic about given task and try to find innovations to complete their job
helps organization to grow. They always focused their goals and do best to
achieve given targets and want to know the desired expectations. Always thirsty
to find innovation and move the organization next flat foam. Engaged employee’s
performance are always at higher level and wants to use their talents and
strengths at work every day (Gallup,2006 ). According to the research done by
Robinson et al (2004), engaged employee is who is positive about their job,
believe and well identified with the organization, work actively to accomplish
their work better, respect others and cooperate their colleagues to complete
their job effective and efficient manner, go beyond expectation of the job by
the company , always look for broad angle even at personal cost, do innovation
on their field and look for opportunities for organizational performance.
Not
Engaged Employees:
Main
focus of Not engaged employees are completing given task or accomplishing their
own goals instead of help to achieve
organization’s common goals. Always think their involvement and efforts are
being ignored and they are not recognized by the organization. This type of
employees are not team players, don’t have better association with assistants,
colleagues and managers as well. They’re ‘sleepwalking through their workday,
putting time – but not energy or passion into their work (Gallop,2006). At the
era of mass production in the first part of the 20th century, most
of American organizations followed the “scientific management” methodology to
work design. In this approach organizations simplified the task to be performed
specialized, well-trained employees. Even though this approach enhanced the
production efficiency, workers were unhappy with their same routine and felt
dissatisfied with their jobs, absenteeism per cent were increased and left the
organization as well. Fitting jobs to efficient production systems disengaged
employees and eroded their commitment (Vance,2006)
Actively
Disengaged Employees:
This
type of employees are called ‘cave dweller’. They are always against everything
and unhappy with the job assigned. They usually try to create problems among
the team which will damage to the organization and it’s
goals. This type of employees are not just unhappy with their work, but play
acting out their unhappiness. Everyday these types of employees do challenge
what their fellow team members done (Gallup,2006)
References
·
Allen, M. ,2014, Employee Engagement – A
Culture Change. The Insights Group Ltd Journal, PP.1-4
·
Gallup ,2006, ʹGallup study: engaged employees
inspire company innovation: national
survey finds that passionate workers are most likely to drive organizations
forwardʹ, The Gallup Management Journal.
·
Gallup Organization. 2017. “State of the
American Workplace”. Washington: Gallup.
·
Kaufman, Bruce E, Starkman, J, Barry, M,
Wilkinson,A,2018, Employee Engagement: What you might be missing, Article May
2018 , https://www.researchgate.net/publication/333446015
·
Robinson, D, Perryman, S and Hayday, S ,2004,
The Drivers of Employee Engagement, Institute of Employment Studies, Brighton.
·
Vance, R J 2006, Effective Practice Guidelines:
Employee engagement and commitment, SHRM Foundation, Alexandria, VA.
Hi Manoj, Agree with your points. Every day, disengaged workers undermine the achievements of their fellow workers. It seems, therefore, that disengagement affects not only the individual who is disengaged, but also most of the other employees. Disengaged workers execute piecemeal tasks marked by effortless, engineered or mechanical behavior (Kahn,1990)
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DeleteHi Indika , thank you for your valuable comments addition ,High levels of engagement promote retention of talent, foster customer loyalty and improve organizational performance and stakeholder value.(Budriene, D & Diskiene, D,2020 ) http://doi.org/10.26480/mecj.02.2020.42.47
DeleteAgree with you Manoj. Furthermore, employee engagement can be described in a few words - emotional investment in the business. These are employees who are enthusiastic about their work and understand the relationship between their effort and business success. actively, Ironically disengaged employees also understand the role of emotions in the workplace. Their lack of enthusiasm is used to leverage dissatisfaction in the workforce (Robinson, 2004).
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DeleteHi Dileep , thank you for your valuable comments and agreed with your points listed above further MacLeod and Clarke (2009) pointed out that engagement is a two-way process, ‘organizations must work to engage the employee, who in turn has a choice about the level of engagement to offer the employer.
DeleteThere are many tools available to measure job engagement, as listed below (Turner 2019). The choice of the most effective scale will vary based on the decision maker's preference (Khodakarami et al. 2018). However, before measuring the level of engagement, organisations need to have engagement goals and benchmark them against them, such as Turnover Rate and Employee Net Provider Score (eNPS).
ReplyDeleteKhodakarami, N, Dirani, K & Rezaei, F 2018, 'Employee engagement: finding a generally accepted measurement scale', Industrial and Commercial Training, vol. 50, no. 6, pp. 305-11.
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DeleteAgreed and thank you for your valuable comments Ravi, No argument. In addition Employee engagement is important to employers because a considerable amount of research indicates that high levels of engagement result in behaviours such as maximizing discretionary effort, taking initiative, wanting to develop, or aligning actions with organizational needs( Arsmtrong,2010)
DeleteHello Manoj, Well explained, adding to that Employee engagement is the level of connection employees feel toward the organization and the work that they do. It gauges commitment and dedication to core business values and goals within the organization. And for the business, it increases efficiency, productivity, and profitability when the staff is engaged.(Allen 2007)
ReplyDeleteThank you for your valuable comments Ijaz , Agreed with your points as well.
DeleteNicely written. Further to your points, the necessary tools to maintain their productivity and manage their workforce. This collaboration could be in terms of aligning the Blueprint annual action plan with the programmes. (Rashid, 2017)
ReplyDeleteAppreciate your valuable comments , agreed with your quotes and I didn't refer Rashid 's books while writing my blog post.
DeleteAgreed with you, The most fundamental consideration for human capital strategies is whether or not employees are positioned to act in ways that advance the organization toward its goals. Engagement is a primary means of aligning employee efforts, along with known drivers of engagement, such as knowledge management, change management, and capability building, (Molly, L.D., & Mark, A.R. 2017).
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DeleteThank you for your valuable comments Atapattu , further numerous studies confirm the fact that a high degree of employee engagement positively affects the performance of the company and is often a decisive competitive advantage (MacLeod et al., 2009 )
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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