Employee Engagement is the extent to which employee commitment, both emotional and intellectual, exists relative to accomplishing the work, mission, and vision of the organization.or else simply we can define "Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organization which profoundly influences their willingness to learn and perform at work".
To classify if an employee is engaged is not depends on a multitude of factors like his subordinates, peers, superiors, his emotional state, financial problems, family problems, recognition for work done, office environment, etc.
Some details about each of them:
Subordinates/Peers/Superiors : An employee's engagement levels depend not just on his work but also the work and attitude of his subordinates, peers and superiors. Unless there is a congenial work environment, bias free culture, employees are never engaged. Rather it gives rise to a state where some percentage of employees are partly engaged and some others are fully dis-engaged. There might be a very less percentage of employees who would be fully engaged.
Emotional/Financial/Family factors : External factors like the current emotional state of the employee would also determine the engagement levels of the employee. In case of an employee who has lost his motivation because of external factors, it would need identification and counseling, which often helps. In case of Financial & Family problems too, he would be fully-disengaged. In such cases too, counseling helps. This is purely personal in nature and might not impact the overall team/floor/organization, but unless it is addressed immediately, it might turn into an issue which would have a ripple effect on the team morale.
Recognition/Office environment : Employee engagement also depends to a large extent on the rewards & recognition policies of the organization. In fact, Gallup does this Employee Engagement surveys where an employee is asked twelve simple (patented) questions and the results are calculated on individual, team, group, organization levels to check for Employee Engagement levels. One of the questions is "Have you been recognized in the last seven days by your superior ?" This underlines the importance of recognition at the work place.
Some details about each of them:
Subordinates/Peers/Superiors : An employee's engagement levels depend not just on his work but also the work and attitude of his subordinates, peers and superiors. Unless there is a congenial work environment, bias free culture, employees are never engaged. Rather it gives rise to a state where some percentage of employees are partly engaged and some others are fully dis-engaged. There might be a very less percentage of employees who would be fully engaged.
Emotional/Financial/Family factors : External factors like the current emotional state of the employee would also determine the engagement levels of the employee. In case of an employee who has lost his motivation because of external factors, it would need identification and counseling, which often helps. In case of Financial & Family problems too, he would be fully-disengaged. In such cases too, counseling helps. This is purely personal in nature and might not impact the overall team/floor/organization, but unless it is addressed immediately, it might turn into an issue which would have a ripple effect on the team morale.
Recognition/Office environment : Employee engagement also depends to a large extent on the rewards & recognition policies of the organization. In fact, Gallup does this Employee Engagement surveys where an employee is asked twelve simple (patented) questions and the results are calculated on individual, team, group, organization levels to check for Employee Engagement levels. One of the questions is "Have you been recognized in the last seven days by your superior ?" This underlines the importance of recognition at the work place.
No comments:
Post a Comment