THE EMPLOYEE ENGAGEMENT FOR ORGANIZATIONAL PERFORMANCE

 

Employee Engagement in different organizations

In today’s fast changing world employee well-being has become a critical concern for organizations. The level of an employee is committed to helping their organization to achieve organizational targets can be known as employee engagement. The way the employees think, feel, and act towards to achieve organizational targets have a greater impact to the overall organizational performance. Generally speaking, employee engagement is a workplace method designed to improve an employee’s feelings and emotional attachment to the company, their job duties, and position within the company. More than ever, employee engagement is a strategic business objective because engaged employees lead to long term employee retention, higher employee performance, improved quality of work and eventually organizational success. (Gubman, 2004) identifies employee engagement as an intense of organizational attachment.

Kahn’s Employee engagement theory

William Kahn's one of the first researchers to identify the concept of employee engagement. So, he identified three principle dimensions of employee engagement.


Meaningfulness – If the employee perceives that their work is meaningful they likely to be engaged and committed to the organization. When the employees feels like not meaningful, then they will be quickly burnout. As an example one of the Marketing Manager in a well reputed organization, though he receives number of opportunities to work in different organizations, due to the mental attachments he was stayed in the same organization, can be known as highly engaged.

Safety – The level of physical, emotional, and psychological safety that employee feels comfortable when they are taking risks. A low perception of safety can make employees feel disengagement. As an example one manager is always giving negative feedbacks about his organization to the employees. Due to that the employees may not feel enough safety inside the organization.

Availability – having the resources and support required to do the job well help employees to feel valued in their work. As an example in one of the private organization they recruited a well qualified accountant, they promised to pay a huge remuneration package but they have not provide any separate cabin to continue his works. Finally due to lack of resources he resigned from the job. So, we can conclude, the availability of resources may impact to the employee engagement.



Benefits of Employee Engagement

Productivity – when employees are engaged at work, they feel a connection with the company. They believe the work there doing is important and therefore work harder. The employee has positive feelings about the organization and advocates for it to another making way for potential employees and customers. ( Baumruk and Gorman, 2006)

2.  Profitability – when productivity increases, the profitability will automatically increases.

3.  Employee Retention – when the employees feel appreciated there will be very less opportunity for employee turnover.

4.  Mental wellness – It is essential to minimize stress and promote mental wellness. Then the employees will be more supportive.

5.  Brand advocacy – if the employees are satisfied with the organization they will boost our organization’s reputation.

6.  Decreased absenteeism – If the employee is full satisfied with the top management, middle management and bottom line management, if they have freedom to work effiently, it helps to decrease the absenteeism.

7.  Satisfaction – the employees are feeling more satisfied then they will do more for the organization.

8.  Creativity – Employees looking for new innovations to meet the deadlines to complete the project.

9.  Recruitment – When majority of the existing employees are highly engaged and they have a positive impact then the employees may work with their full capacity. So we can reduce the indirect costs and interview time. 

Application

Previously I worked for an international organization. The top management, peers all employees are highly attached to each other. Always the top management appreciate employees works and shows the correct path. There's very less possibility to make mistakes. Everybody is emotionally connected to each other. Most of the employees get good remuneration packages from other organizations. But no body likes to leave from the organization. Due to the positive vibe lots of people may look into work in this organization. Current employees believe its a golden opportunity to work here.

Conclusion

When we improve employee engagement in an organization, we can expect positive outcomes such as more profit, increased productivity, higher sales and ratings. Finally, we can conclude employee engagement has a positive relationship with organizational performance.

References

Bakker, A. B., Demerouti, E., & Ten, B. L. L. (2012). Work engagement, performance, and active learning: The role of conscientiousness. Journal of Vocational Behavior

Brayfield, A. H., & Crockett, W. H. (1955). Employee attitudes and employee performance. Psychological, Bulletin

Gubman, E. (2004). From engagement to passion for work: The search for the mission person. Human Resource Planning