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Employee Engagement: Bringing the Best of Best Out of Your Employees


“Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.” - Anne M. Mulcahy

When you think of employee engagement, the first thing that comes to mind is how employees collaborate as a team. Employee engagement is more than that, and if you dig deeper, you'll find that it's a lot more complicated than what you're seeing or hearing. When this type of engagement is implemented incorrectly, problems can arise before, during, or even after the engagement. You should take extra precautions because it is not a one-size-fits-all situation.


Employee engagement has been described as a challenge for some organizations because it has a significant impact on the quality of employees' job performances, and for some leaders and managers, it is still unclear how they will strengthen the connection in the workforce they manage. It may appear to be simple because it is mostly done through programs, trainings, and meetings, but in reality, it is also about creating an engaging, growth-encouraging, and safe environment for your employees.


The question that may be on your mind right now is, "How can I assist my organization in creating a space where employees can grow, develop, and perform their duties effectively and efficiently?".


What is Employee Engagement and how will it benefit organizations? The first step in realizing how important this is, of course, is to understand it. According to the book “Employee Engagement and Commitment Society” of Human Resource Management (SHRM), the definition of employee engagement varies across organizations; here are some definitions made by corporations, consultants, and researchers:

  • CORPORATIONS:

    • “Engagement is the extent of employees' commitment, work effort, and desire to stay in an organization.” Caterpillar

    • “Engagement: To compete today, companies need to win over the MINDS (rational commitment) and the HEARTS (emotional commitment) of employees in ways that lead to extraordinary effort.” Dell Inc.

    • “Engagement describes how an employee thinks and feels about, and acts toward his or her job, the work experience, and the company.” Intuit, Inc.3


  • CONSULTANTS and RESEARCHERS

    • “Engagement: The extent to which employees commit to something or someone in their organization, how hard they work and how long they stay as a result of that commitment.” – Corporate Leadership Council

    • “Engagement is the extent to which people enjoy and believe in what they do and feel valued for doing it.” Development Dimensions International

    • “Employee engagement is the involvement with and enthusiasm for work.” – The Gallup Organization

In addition to these definitions, it is critical to understand what employee engagement means to your employees. As an employee seeking employee satisfaction, they must be actively engaged in order to feel a deeper commitment to the goals and objectives that their organization has established. A truly engaged employee, according to Quantum Workplace, a human resources technology provider, sees their work as much more than a paycheck and feels a genuine commitment to their organization. They will also feel motivated to do their best all the time, and they will have a feeling of connection. The levels provided by them allow you to observe and categorize the level of employee engagement.


Remember that employee engagement measures how employees feel about your organization and these employees can be categorized into four main groups:

  1. Highly Engaged Employees – they hold very favorable opinions of their workplace and will put extra effort to help your organization succeed through their passion and high motivation. These are the people that will speak highly of your organization to their family and friends and will also encourage employees around them to do their best.

  2. Moderately Engaged Employees – these are the employees who see their organization in a moderately favorable light. It may seem that they like your organization, but they still see areas for improvement. They might underperform even though they are the ones who are unlikely to ask for more responsibilities.

  3. Barely Engaged Employees – they feel indifferent toward their workplace, and they are the kind of employees who usually lack motivation. You can see them researching or looking for another job and are at high turnover risk.

  4. Disengaged employees – employees who are disconnected from the mission, goals, and future of the organizations. They always have a lot to say, usually negative opinions about their workplace. You can see them as someone who lacks commitment to their position and responsibilities.

Knowing how to properly identify your organization's level of employee engagement will help you achieve more and discover ways to improve it. When you achieve the highest level of employee engagement, it will be the most beneficial thing you can do for your organization because it will increase productivity, foster a more collaborative workplace culture, attract top talent, and encourage loyalty to your organization.


Here at Customized Training Solutions, we help leaders sustain and develop their own leadership skills through coaching, training and consulting. Book a free 30 minute call now to find out how we can help you!


REFERENCES

Miller, E. (2021, August 20). Employee Engagement — What Is It & Why Is It Important? Motivosity. https://www.motivosity.com/blog/what-is-employee-engagement/


Ryba, K. (2021, March 2). What is Employee Engagement? What, Why, and How to Improve It. Quantum Workplace. https://www.quantumworkplace.com/future-of- work/what-is-employee-engagement-definition


Vance, R. (n.d.). Employee Engagement and Commitment (p. 3). SHRM Foundation. Retrieved April 24, 2022, from https://www.shrm.org/hr-today/trends-and- forecasting/special-reports-and-expert-views/Documents/Employee- Engagement-Commitment.pdf


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