HR leaders have a major thought-provoking concern…Employee Engagement
With an established direct connection between employee engagement and organisational performance and based on the findings of multiple HR researches revealing a relatively low or decreasing engagement levels worldwide, Employee Engagement has become a “hot” topic, highly challenging for HR professionals and thought – provoking for HR Leaders.
The dynamic of Employee Engagement and the organizational context
Employee Engagement was defined by Gallup Organisation as having the passion for work and pro-actively adding one’s contribution. It is also linked to the commitment of employees and their positive emotional attachment. As it is a two-way relationship, it requires a strong bond between employers and their employees.
Everyone profits when employees are engaged within their organisation, as they develop productive relationships by using their talents and multiplying their effectiveness. Engaged Employees are “drivers”, constantly striving to move their organisation forward, consistently performing at high levels while pioneering innovation and embracing change. As a result, organisational outcomes are highly impacted by employee engagement levels.
Time after time, Gallup’s surprising statistics – that showed that out of 10 United States employees, 7 reported to feel unengaged – has been put into discussion by concerned managers and researchers. A way to efficiently increase employee engagement has been a crucial heated question for organisations and consultants across the world. Low employee engagement has been estimated to yearly cost the United States Economy $370 billion.
Key factors influencing Employee Engagement
According to The Chartered Institute of Personnel and Development (CIPD) research (survey done on 2,000 employees from across Great Britain), the top priority driver for employees to engagement is communication. The survey revealed that employee engagement level is highly linked to providing employees with the chance of communicating their vision and thoughts to the upper management. It also points out the importance of informing the employees, in a transparent and consistent manner, of what is happening in the organisation.
Pointing out a similar finding, Forbes also concludes that the most important aspect in increasing employee engagement is ensuring each and every employee, from senior leadership to entry levels, feels valued and listened to.
In a nutshell…
Employee Engagement is a critical factor in driving performance across the organisation and it can be enhanced by ensuring you are creating and promoting a working environment that is motivating employees to care about doing great work, providing them the space and means to express themselves and connect with the upper management and the HR.