Outcomes of employee engagement
Engaged employees perform better,
are more innovative than others, are more likely to want to stay with their
employers, enjoy greater levels of personal well-being and perceive their
workload to be more sustainable than others (Michael and Stephen,2013) Employee
engagement matters to both the employee as well as the organization. Employees
can utilize contract agreement provisions to impede the attainment of the
organizational goals and objectives. Management’s capability to leverage
employee engagement strategies is essential in an organization. Organizations
that have highly engaged employees have greater profits than those that do not
(Society for Human Resource Management [SHRM], 2014). Organizations with highly
engaged employees experience increased customer satisfaction, profits, and
employee productivity (Schrita and Mohamad ,2017).
Video 05:Results of Employee engagement
Michael,A. ,Stephen.T.,2013, Armstrong’s
Handbook of Human Resource Management Practice,13th ed.
India, Michael Armstrong.
Schrita,O,W.,
Mohamad,S,H.,2017, ‘Effective Employee Engagement in the Workplace
‘,International Journal of Applied Management and Technology: Walden University
,16(1),pp.50-67.
Hi Shanaka, as you mentioned above, it is explained by several authors that committed employees are more engaged.
ReplyDeleteEmployee engagement is about having a sense of ownership while exhibiting different facets of attitudes and behaviors towards achieving company goals. Employee loyalty can be enhanced through employee engagement which lead to cultivate positive attitude about the organization wherein employees paly a crucial part as brand ambassadors. Those who are loyal to the company are motivated to do more than expected. This would ensure that they deliver delightful customer service (Kumar and Pansari, 2015). It is found that organizations experience positive outcome such as increase loyalty of the employees, increase in productivity, higher retention rate, business growth and increase in profits, higher retention rate and greater commitment for achieving organizations goals through proper employee engagement (Khan,2013). Motivating employees to do their best is engagement. When employees are intellectually and emotionally engaged, they feel passionate and they feel a profound connection to their company. They are committed towards achieving company goals and they drive innovation and move the organization forward (Prabhakar and Reddy, 2016).
Dear Nilmini,As you stated that To make or maintain the companies profitability, leaders of companies must work hard to engage employees (Kortmann et al.,2014).However, leaders may sometimes struggle to adapt their organization in response to change if they limit their focus to existing products and processes (Hill & Birkinshaw, 2012). Understanding how to manage the balance between employee relations, adopting innovation, and maximizing short-term profits is critical to business leaders ensuring a viable future for their corporations (Hill & Birkinshaw, 2012).
DeleteShanaka, as you have mentioned engaged employees perform better, energy is the outcome of positive employee engagement (Maslach and Leiter, 2005). Furthermore organizations benefit from positive dynamic and energized workforce since employees work well together, relationships are supportive, inspiring and information is freely shared moreover they assert that energy can be an internal characteristic of the individual, derived from the job itself or ‘caught’ from the energizing influence of others (Cross et al, 2003).In addition, the relevance of designing jobs which encourage employees to actively engage in their tasks and work environments in order to gain meaningfulness from their work (Turner et al, 2002).
ReplyDeleteDear Rochana,The basic needs of satisfaction have been found to directly relate to dedication of employees (Vandenabeele, 2014). Fullagar and Mills (2008) found a significant relationship between intrinsic motivation and flow experiences. Flow is the holistic sensation that employees feel when they are totally eng aged within their work (Fullagar & Mills, 2008).
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