Video 1
Why employee engagement matter?
Source: No author, 2013
Employee engagement is truly important in any organization
because it has a direct impact on organization/business outcomes (Kompaso
and Sridevi, 2010). The positive impacts of the employee
engagement and it has been categorized into two main aspects such as
Organizational outcomes as well as employee outcomes. Organizational outcomes
are listed as customer loyalty, employee retention, employee productivity,
Advocacy of the organization, Manager self-efficacy, Organizational
Performance, Bottom-line profit, Successful organizational change (Robertson-Smith and Markwick 2009).
Satisfied & happy employees create loyal customers to the business (Robertson-Smith and Markwick 2009). Research has shown that service quality is ultimately related to customer loyalty and retention and, eventually, to higher profits for the organization through positive customer perceptions of service quality (Salanova, Agut and Peiró, 2005). Successful employee retention is crucial to an organization’s stability, growth, and revenue. BlessingWhite (2008) reports that 85 percent of engaged employees plan on sticking around compared to 27 percent of disengaged employees. In addition, 41 percent of engaged employees said that they would stay if the organization is struggling to survive. According to Lockwood (2007) Engaged employees work harder, are more loyal and are more likely to go the ‘extra mile’ for the corporation. Considering the employee productivity, engaged employees are more productive & achieve the expected quality level with few mistakes, fewer accidents and good safety records (Evans & Lindsay, 2012).
Today, society and business are witnessing unprecedented change in an increasingly global marketplace, with many companies competing for talent (Lockwood, 2007). In such a situation employee engagement plays a key role hence the concept of employee engagement leads to successful implementation of organizational change & adapt to the changing market quickly (Graen, 2008)
Considering
employee outcomes with regard to employee engagement is quit broad (Lockwood, 2007). In today’s rapidly
changing environment, workplaces have brought a more transnational approach to
the relationship between employer and employee. Employees expect good salary
& promotion in return for their loyalty and commitment as well as employer
tend to offer higher salaries and increased today (Lockwood, 2007). Gallup (Crabtree, 2005, cited in Lockwood, 2007) Stated that increased health and well-bing in engaged employees, with 62 percent of engaged employees reporting a positive effect of work upon their physical health. Physical healthfulness of the workforce may lead to mindfulness, intrinsic motivation, creativity, authenticity, non-defensive communication, playfulness, ethical behavior, increased effort and involvement and overall a more productive & happy employee (Kahn, 1990)
List Of References
BlessingWhite(2008) The State of Employee Engagement, s.l.: BlessingWhite
List Of References
BlessingWhite(2008) The State of Employee Engagement, s.l.: BlessingWhite
Evans, J. R. & Lindsay, W. M., (2012). THE MANAGEMENT AND CONTROL OF QUALITY. EIGHTH EDITION ed. New Delhi: Cengage Learning India Private Limited
· · Kompaso, S. and Sridevi, M.
(2010). Employee Engagement: The Key to Improving Performance. International Journal of Business and
Management, 5(12 )
Lockwood, N., 2007. Leveraging Employee Engagement for Competitive Advantage: HR's Strategic Role. HR Magazine, Volume 52 (3) Special section, pp. 1-11.
Lockwood, N., 2007. Leveraging Employee Engagement for Competitive Advantage: HR's Strategic Role. HR Magazine, Volume 52 (3) Special section, pp. 1-11.
·
Robertson-Smith,
G. and Markwick, C. (2009) Employee
Engagement A review of current thinking, Brighton: INSTITUTE FOR EMPLOYMENT
STUDIES.
· Salanova, M., Agut, S. and
Peiró, J. (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
·
Agreed,As define by Cabonara, ( 2012) When an employee is engaged, he realizes his or her responsibilities in the business goals and motivates his colleagues to work together to achieve organizational goals. The positive attitude of employees to their workplace and their value system is also known as the positive emotional connection of employees to their work.
ReplyDeleteHi Sahan, The most important fact that organisations can not buy is innovative workforce. The positive attitude of employees will lead to think positively and find effective ways to archive company goals. They tend to innovate more. This may help organisations to archive competitive advantage.
DeleteFurther, such engaged employees are interested in fostering change, being innovative and doing something different (Robertson-Smith and Markwick,2009).
DeleteAgreed.When employees are ‘engaged’, they stand up for their company because they are proud to be a part of it. Also find solutions to problems and create ideas to improve the productivity of the organization (Allen, 2014).
ReplyDeleteHi Oshantha, Definitely and spending on employee engagement activities can be considered as an investment for the organisation. Because engaged employees are interested to find new effective ways of get their work done and bring valuable ideas to the organisation. As I explained on Mr.Sahan's comment, This may help organisations to archive competitive advantage.
DeleteGallup found that employees are more productive and contribute more financially to the organization if they feel involved in, and are committed to the organisation (Gallup cited in Levinson, 2007).
Deletesome other positive impact of engagements are Increased Employee Safety,better Employee Health,Happier Employees,Greater Employee Satisfaction,Better Home Life,Lower Absenteeism,Higher Retention, Greater Employee Loyalty,Better Customer Service,Better Quality and Greater Productivity.
ReplyDeleteHi Radchika, Very good point. Healthiness is very important topic. As you mentioned employee engagement make an impact on employees' healthiness. Like wise employee engagement bring short term & long term benefits .
DeleteMoreover, engaged individuals invest themselves fully in their work, with increased self‐efficacy and a positive impact upon health and well‐being, which in turn evokes increased employee support for the organization (Robertson-Smith and Markwick,2009).
DeleteI agree with your explanation. Having a better employee engagement within the organization directly and positively impacts on achieving the organizational goals properly where making rooms for smooth employee engagement supports in enhancing the relationship in between the employees and the employer.
ReplyDeleteHi Yohan, Employee engagement enable respect each other. Thus it may help to enhance bond between employer and employee. Therefore employees can able to know the employers expectations and archive company goals
DeleteTasker (2004) describes engagement as ‘a beneficial two‐way relationship where employees and employers “go the extra mile” for one another.
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ReplyDeleteGreat article on the positive impact of employee engagement on organizational performance! Going a bit off-topic, it was interesting to read the work of Schaufeli and Bakker (2004) where they concluded that there is a negative correlation between engagement and employee burnout.
ReplyDeleteThank you Nadeeranga for the concern. I agree with your concern to certain extent as the experience of high burnout, associated with a reduction of resources, will most likely generate lower engagement if significant changes do not take place in the work environment (Hobfoll, 1989).
DeleteHi Sithari. There is no doubt on the importance of an engaged workforce on organizational performance. In addition to lower employee absenteeism and turnover, engaged employees are more mindful of their surroundings and therefore account for fewer injuries (Grossman,2019). Moreover, Lockwood (2007) states that companies can expect a better return on investment through increased productivity and better customer satisfaction.
ReplyDeleteHi Jehan, thank you for the comment and adding new point. Engagement may enable individuals to invest themselves fully in their work, with increased self‐efficacy and a positive impact upon the employees’ health and well‐being, which in turn evokes increased employee support for the organization (Robertson-Smith and Markwick,2009). Crabtree (2005) reported that increased health and well‐being in engaged employees, with 62 per cent of engaged employees reporting a positive effect of work upon their physical health.
DeleteWhile agreeing on above explanations, let me add a different portion of positive impact. Engaged employees demonstrate three general attitudes regularly. They: (1) Say — consistently speaking positively to colleagues, potential employees, and customers about the organization; (2) Stay— have an intense desire to be a member of the organization despite opportunities to work elsewhere; (3) Strive to exert extra time, effort, and initiative to contribute to business success (Truss et al., 2014).
ReplyDeleteHi Anjula, thank you for adding more valuable information to my blog. I do agree with your point as employees who are not engaged are likely to be spinning (wasting their effort and talent on tasks that may not matter much), settling (certainly do not show full commitment, not dissatisfied enough to make a break) and splitting (they are not sticking around for things to change in their organization), have far more misgivings about their organization in terms of performance measures such as customer satisfaction (BlessingWhite, 2006; Perrin Report, 2003).
DeleteYes Sithari, adding up to the note re employee pay, Buckingham and Coffman (2005) said, pay and benefits are equally important to every employee, good or bad. A company’s pay should at least be comparable to the market average. However, bringing pay and benefits package up to market levels, which is a sensible first step, will not take a company very far-
ReplyDeletethey are like a leaver that enables a company to reach the end result.
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DeleteHi Sheron, thank you for adding more valuable point to my blog. Most drivers that are found to lead to employee engagement are non-financial in their nature. Therefore, any organization who has committed leadership can achieve the desired level of engagement with less cost of doing it. This does not mean that managers should ignore the financial aspect of their employees. In fact, performance should be linked with reward (Sridevi and Markos, 2010).
DeleteHi Sithari , I agree with you. There are several positive impacts of employee engagement. It encourages hard work and keeps success stories alive, develop a strong performance management system which holds managers and employees accountable for the behaviour they bring to the workplace, place focus on top-performing employees to reduce their turnover and maintain or increase business performance (Markos & Sridevi, 2010).
ReplyDeleteHi Namal, Yes and 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 (Baumruk, 2006).
DeleteHi Sithari , You are right ! your explanation is very good, I agree with your thoughts. Employee engagement activities are very important for all companies. Many positive impacts of employee engagement activities. All companies should organize employee engagement activites for your staff and built trust factor & bondings of your employees. If you want more information related to this blog then visit our link Visit sosparty.io!
ReplyDeleteYour blog was very interesting and informative. Employees are inspired and when engaged they do their best in the company. Focus on online employee engagement activities to implement in your office can help to engage employees and contribute to a positive workplace experience.
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ReplyDeleteGood informative blog
ReplyDeleteWith online employee engagement activities, the remote employee can interact with other remote employees and improve their team bonding relations.
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ReplyDeleteWonderful work.
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.
Indoor employee engagement activities for employees are a great way for employee engagement at the workplace. Check out these best activities if you want to engage your employees.
ReplyDeleteIndoor Team Building Activities for employees are a incredible way to bring your teams together. Some of the most exciting team-building exercises are listed here. These activities have been devised specifically to increase employee morale.
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