There are some factors that affect employee engagement which is
necessary to understand. Mainly there are antecedents and drivers which
are given below (Crawford, et al.,
(2013).
• Job challenge - Challenging job provides an opportunity to strengthen, develop, and learn skills applicable to the work world and personal growth for an employee.
• Opportunities for development – Development opportunities make work meaningful to the employee because they provide pathways for growth and for fulfilling personal objectives (Penna, 2007).
• Autonomy – This provides the right or condition of self-government. Allow employees to schedule their work at their own procedures.
• Variety – Being able to perform different activities which required different skill levels makes the job interesting
• Feedback – Providing regular feedback to the employees about the effectiveness of their performance.
• Fit - The existence of compatibility between an employee and a work environment allows individuals to work in a confidant.
• Rewards and recognition - Incentives, rewards, and recognition are the major factors that impact employee motivation (Danish and Usman, 2010). Often, rewards and recognition take the form of extra compensation for employees who carry out the activities.
Many researches have tried to recognize the factors leading to employee engagement and developed models to draw implications for managers in order to determine the drivers that will increase employee engagement level (Kompaso and Sridevi, 2010). A strong manager-employee relationship is a crucial factor in employee engagement and retention formula (Penna, 2007). Further Penna (2007) states meaning at work has the potential to be a valuable way of bringing employers 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 (Penna, 2007). Development Dimensions International (DDI, 2005) mentions that a manager must do five things in order to create a highly engaged workforce. They are 1. Align efforts with strategy 2.Empower 3. Promote and encourage teamwork and collaboration 4. Help people grow and develop 4.Provide support and recognition where appropriate.
List Of References
• Crawford, E. R., Rich, B. L., Buckman, B. and Bergeron, J.(2013) Employee Engagement in Theory and Practice. 1st ed. London: Routledge.
• Danish, R. Q. and Usman, A. (2010) Impact of Reward and Recognition on Job Satisfaction and Motivation: An Empirical Study from Pakistan. International Journal of Business and Management, 5(2), pp. 159-167
• Development Dimensions International. (2005). (Predicting Employee Engagement MRKSRR12-1005 Development Dimensions International, Inc., MMV. [Online] Available:www.ddiworld.com (October 30,2008)
• Kompaso, S. and Sridevi, M. (2010). Employee Engagement: The Key to Improving Performance. International Journal of Business and Management, 5(12 )
• Penna (2007). Meaning at Work Research Report. [Online] Available: http:// www. e-penna.com/ newsopinion /research.aspx (November10, 2008) proposalʹ, Industrial and Organisational Psychology, 1, 74–75
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ReplyDeleteAdding more to the post,Another important fact that is well documented is most of the resignation is happening due to employees being dissatisfied with their "Manager" to overcome this organization consider spending more t time and effort to develop leaders that are aligned with goals, culture, and employee investments. The new era of the industry has a young and energetic workforce that seeks autonomy in decision-making and increases responsibility and accountability(Kelleher, 2013).
ReplyDeleteHi Sahan, Appreciated on adding information to my Blog. Yes there is a famous saying that employees leave their managers but not the organisation. Leader is main part of an organisation as make employees engaged is a responsibility of leaders. Therefore it is essential to spend more on developing leaders in order to create best leaders for the organisation. Good leaders improve productivity of the workforce.
DeleteFurther, to enable engagement, organizations can create jobs where workers will be challenged and stimulated, be given authority and autonomy, and have access to information and resources as well as growth and development opportunities in order to make decisions by employees (Robertson-Smith and Markwick,2009).
DeleteWell explained.moreover, according to the Vance (2006) Job and task design, Recruitment, Selection, Training, Compensation, Performance management and Career development. will affect employees’ level of engagements.
ReplyDeleteHi Oshantha, definitely yes, organisation should carefully attend on those task since it directly impact on organisation performance based on level of employee engagement. As an example if the organisation make mistakes on recruiting employees, the expected outcome will not be achieved.
DeleteFurther, The selection of such predisposed individuals may help further the creation of high‐performance culture Robertson-Smith and Markwick,2009).
DeleteAccording to (Armstrong, 2006) reward is anything that could retain an employee in an organisation,it could be in the form of benefits, increments, training and developments or complements.
ReplyDeleteHi Shakir, Definitely yes. It can be monetary reward or non-monetary reward. Organisations are free to decide what sort of a reward should be given to their employees in order to enhance the engagement level.
DeleteFurther, Glen (2006) suggests that the work environment may play a key role in predicting engagement along with organizational processes, role challenge, values, work‐life balance, information, reward/recognition, management and product service.
DeleteI agreed your points.other engagement drivers are Integrity,Employee voice,Engaging line managers, Leadership, Relationships with co-workers effective team work at all levels.
ReplyDeleteHi Radchika, Thanks for adding more points to my blog. Yes there are plenty of engagement drivers, but the challenge is find the best drivers for the organisation. Because the organisation culture, size of the organisation, Structure /system of the organisation is differ to from one to another. Therefore management should carefully handle this area.
DeleteFurther, In 2004, a study by the Corporate Leadership Council of 50,000 employees worldwide showed that 22 of the top 25 drivers of employee engagement are related to the manager (Robertson-Smith and Markwick,2009).
DeleteYou have well identified the major drivers of employee engagement. Yes, job challenge, opportunities for development, Autonomy, feedback, variety, fit and rewards and recognition play major roles in the application of employee engagement concept (Crawford, et al., (2013). It is true that the employee must fit in to the job and it is vital to engage the employee in the job in an effective and efficient manner.
ReplyDeleteHi Yohan, Thank you. As you mentioned that engage the employee in the job in an effective and efficient manner is vital and HR department has an important role in making employees engaged.
DeleteHR and line managers both managers and HR have a key role in enabling Engagement (Robertson-Smith and Markwick,2009).
DeleteHi Sithari, further adding to your points on drivers of employee engagement, Clarke (2019) says mentoring employees by aiding as a role model in times of need has been proven to improve engagement. Moreover, encouraging collaboration among employees not only improves team work skills and engagement, but also helps bring innovative ideas in to the table (Clarke, 2019).
ReplyDeleteHi Jehan, Thanks for adding more points. Creativity thrives when people work together on a team. Brainstorming ideas as a group prevents stale viewpoints that often come out of working solo. Combining unique perspectives from each team member creates more effective selling solutions. As you mentioned employee engagement will help encouraging collaboration among employees.
DeleteFurther, Organisations want people to put in extra effort and generate innovative ideas to improve services and save money (Skapinker, 2005).
DeleteHi Sithari, Employee Engagement is a direct reflection of employee feeling about their relationship with the Boss or Superior.Employees see When the organization and its leader have a conversation "Employees are the most valuable asset in our organization" (Seijts and Crim, 2006).
ReplyDeleteHi Sankalpa, thank you for concern on my blog. 100% agree on your comment as employee engagement is stronger predictor of positive organizational performance clearly showing the two-way relationship between employer and employee. Engaged employees are emotionally attached to their organization and highly involved in their job with a great enthusiasm for the success of their employer, going extra mile beyond the employment contractual agreement (Kompaso and Sridevi, 2010).
DeleteHi Sithari very good blog, Research shows better performance by committed employees. Whereas, many assume, if we accept that Engagement is ' one step up ' from a partnership, it is definitely in the interests of the organization to recognize the participation drivers (Robinson, Perryman and Heyday, 2004).
ReplyDeleteHi Sithari!!It is a valuable topic you have shared since we, as professionals too need to know the drivers of engagement. Singh (2016)emphasise that career growth and the opportunity for it holds a big part in the degree an employee can be engaged.
ReplyDeleteHi Shan, thank you for concern and definitely agree with you. As professional individuals we should be able to identify the drivers of employee engagement and attend to enhance the areas of driving employee engagement in organization. At the same time the fact of career growth of employees should be considered. The importance of development opportunities in enabling engagement is a view upheld by many organizations (Robertson-Smith and Markwick,2009).
DeleteA good summery explaining the Drivers of EE. The drivers of the employee engagement are closely related to the Motivators of the two factor theory. As it explains, the hygiene or the basic requirements of an employee should be satisfied along with the motivators (Syptak, et al.,1999). If an employee is satisfied the EE is proven to be very high (Megginson, et al., 1984).
ReplyDeleteHi Kalum, Thank you for your comment. I do agree with you as hygiene factors of Frederick Herzberg’s two-factor theory almost the same with drivers of employee engagement. But according to Douglas McGregor (1960), only Y type of employees can be engaged easily with EE drivers as organizations have to put extra effort to engage X type of employees.
DeleteHi Sithari, Managing diversity is about more than equal employment opportunity and affirmative action (Losyk 1996). Managers should expect change to be slow, while at the same time encouraging change (Koonce 2001). Another vital requirement when dealing with diversity is promoting a safe place for associates to communicate (Koonce 2001).
ReplyDeleteHI sithari ,According to Marko and Sridevi (2010) there no generally accepted drivers of employee engagement. Different researchers have different views on this topc. But most studies illustrate that feeling valued by management, two-way communication between management and employees, management’s interest in employees’ well-being and giving more opportunities for employees to grow as the top drivers of employee engagement.
ReplyDeleteHi Namal, True fact. This is very important topic which all organisations should focus. Awareness of these drivers suggests several implications for organisations in their
Deleteendeavor to increase levels of engagement (Robertson-Smith and Markwick,2009).
Professionally written blogs are rare to find, however I appreciate all the points mentioned here. I also want to include some other writing skills which everyone must aware of.
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Thank you very much Mtoag Technologies
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ReplyDeleteHi Sithari Udeshika Perera,
ReplyDeleteGreetings from SOS Party Chandigarh, India.
Beautiful Blog, SOS Party is a community of super skilled artists from around the world who are trained to deliver phenomenal highly engaging experiences. We provide Online Employee Engagement, Online Virtual Party, Team Building Activities and many more services. sosparty.io!
Nicely written blog.
ReplyDeleteAre you looking for the Virtual employee engagement ideas, We organise virtual events to engage remote employees in various fun team building activities. These activities boost your morale and also reduce stress.
With many employees now working remotely, keeping them engaged becomes a more challenging task. Still, there are many different types of Online employee engagement activities that can be done to foster engagement for remote employees.
ReplyDelete