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Employee engagement final
The document discusses employee engagement, defining it as the emotional commitment employees feel toward their organization and its goals. Engaged employees care about their work and company. It also discusses the need for engagement, noting research showing engaged employees perform better and are less likely to leave. The document provides suggestions for achieving engagement, such as providing variety, open communication, and celebrating successes. It also discusses measuring and improving engagement over time.
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Employee engagement is an emotional commitment to the organization, beyond satisfaction, characterized by belief and responsibility.
Engaged employees are vital for organizational success, seeking tools and recognition while desiring fairness and growth.
Engaged employees exhibit high accountability and pride, leading to superior performance and lower turnover rates.
Achieving engagement involves varied tasks, open communication, activities, and systematic measurement and improvements.
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Employee engagement final
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- 2. Definition of EmployeeEngagement Employee engagement is the emotional commitment the employee has to the organization and it’s goals. – This emotional commitment means engaged employees actually care about their work and their company – They work on behalf of the organization’s goals
- 3. Its a stepahead than Employee Satisfaction: Belief in the organization Desire to work to make things better Understanding of business context and the ‘bigger picture’ Respectful of and helpful to colleagues Willingness to ‘go the extra mile’
- 4. Components ofengagement : Rational Engagement: the involvement, understanding and motivation an employee has in his/her job. Emotional Engagement: the attitudinal attachment an employee has to his/her company.
- 5. Why Does ItMatter? “To win in the marketplace you must first win in the workplace.” ~ Former Campbell’s Soup CEO, Doug Conant
- 6. What Do EmployeesWant? • The tools and equipment to be successful in their job • The opportunity to do what they do best • Feedback, praise & recognition • To know that they are cared about • To know that they matter and make a difference • The opportunity to progress, learn new things • To be treated fairly
- 8. Being An EngagedEmployee When employees care—when they are engaged— they- • Give 110% • Go the extra mile • Take personal responsibility/accountability • Hold themselves to a higher standard • Take pride in the quality of their work • Feel that what they contribute matters to the success of the organization
- 9. Need of employeeengagement HR practitioners believe that the engagement challenge has a lot to do with how employee feels about the about work experience and how he or she is treated in the organization. In a research survey of more than 50,000 employees at 59 member organizations in 27 countries and 10 industries, done by Corporate Leadership Council, has demonstrated the real bottom-line impact of employee engagement. Highly committed employees perform up to 20 percentile points better and are 87% less likely to leave the organization than employees with low levels of commitment.
- 11. How to achieveemployee engagement
- 12. Provide variety. Conductperiodic meetings with employees. Communicate openly and clearly. Get to know employees' interests, goals, stressors. Celebrate individual, team and organizational successes.
- 13. Employee engagement activities/ programs 1. Picnic and Movie at interval of 2 months. 2. Employee suggestion systems / quick responses. 3. Monthly and Annual staff awards. 4. Problem solving committee. 5. Quality assurance committee. 6. Conducting soft skills training program as well as required training programs. 7. Indoor Games as well as Outdoor games, like Chess, Cricket, Badminton etc.. 8. Celebration of Employees Birthday.
- 14. Measurement of EmployeeEngagement Step I: Listen. Step II: Measure current level of employee engagement. Step III: - Identify the problem areas. Step IV: Taking action to improve employee engagement by acting upon the problem areas.