16 July 2018

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Employee Engagement: How to Produce Better Results?

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The terminology “Employee Engagement” in the Human Resource arena is also known as a worker engagement or work engagement. It’s a concept related to business management. An engaged employee is engrossed completely in his job and is quite enthusiastic about the work assigned to him. Work engagement plays a major role in paving a path that boosts the interests of the company.

Abiding by the current industrial standards and competitive edge, managers are taking various measures in order to boost up the engagement level among the company work groups. Managers actually focus on convincing their employees that they are a significant entity of the business. It’s a fact that employees join an organisation as fully engaged worker. However what initiative does a manager introduce from that point onwards tends to determine the path a worker will adopt, towards constant engagement or completely disengagement.

Surveys conducted by well acclaimed organisations like Gallup clearly interprets the terms ‘completely engaged’,’ not engaged’ and ‘actively disengaged’. The company studied around 3 million responses .This survey consisted of around 12 assessment questions to determine the engagement level of the employees. Responses obtained by the employees were then categorised into three different categories like ‘completely engaged’,’ not engaged’ and ‘actively disengaged’.

‘Not engaged’ workers neither prove to be beneficial nor harmful for an organisation. This category of workers usually has a wait and watch outlook towards their work, colleagues and their employers. These workers are far behind from being engaged and don’t give a proper commitment to the organisation. On the other hand an actively disengages worker can be related to a cave dweller. They constantly raise their voice against everything occurring in the organisation. They are not happy with their job and tend to act busy expressing their discontentment. Each day actively disengaged employees undermine what their other colleagues achieve. However engaged employees are considered as the building blocks of an organisation. These types of workers are always eager to know the company expectation for their position so that they can attain them and extend them.

Many managers are of the view that they should leave all their best workers on their own. While great managers tend to do the opposite .Great managers often spend a lot of time with their most potential and productive workers as they have immense talent. The most challenging situation is when a manger observes the initial signs of an actively engaged worker drifting away towards not engaged classification. This is the time when an employee requires an immediate attention.

The signs commonly include a diminishing relationship between an employer and an employee and it no longer caters to employee requirements. Another aspect is that the worker begins to think that his potentiality is being completely wasted. They start thinking that their managers don’t make the best use of their potentialities and strength in their position.

In such cases a manager should act fast. They should seek answers to essential questions like; has the worker completely lost clarity regarding his position? Is the employee quite perplexed about what the company and the manger expects him to contribute each day? After getting a relevant answer for all these questions, ensure that your employee has all the right tools, resources, training and information in order to cater to the expectations.

Next focus your attention again on the dissatisfied worker and re-consider his potentiality, skills and knowledge. Remember workers who are permitted to do what they do the best are often the most engaged employee. Ensure that you get hold of him when he is doing things correctly. Reward and recognise him for his good work. Recognising and rewarding apart from being personal fulfillments also conveys a company value and enforces an employee behavior that portrays those values.  

Chalk out clear employer expectations and offer the employees the right resources. Concentrate on the workers and identify the best workers because these strategies play a vital role in driving engagement.


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