Top corporate leaders know that engaged employees can help raise productivity, increase profits, enhance customer experience, foster brand loyalty, and facilitate growth. This idea, also known as the service-profit chain, was introduced by Harvard researchers in the 1990s that traces business profitability and customer loyalty right back to engaged, motivated employees. It goes like this: while every employee adds to the bottom line, every engaged employee adds that much more. Recognize the significance of their contributionįeel that they belong to the community-that is, the organizationĮmployee engagement results in improved motivation and better job satisfaction, and thus, a lower cost to value ratio for your human personnel expenditure. Have a clear understanding of their roles When an employee is engaged on these three levels, his or her personal investment in the work is maximum and he or she starts to feel an emotional connection to it. They feel challenged and inspired while doing it and feel a sense of achievement when finished.Ĭognitive – employees become engrossed with their work and start to get into the flow.
The level of complexity of work corresponds to the employees’ specialized skill sets.Įmotional – employees understand the job’s significance and put their heart into the job. Physical – employees exert a high amount of energy to do the work. In light of that, there are three parts of any feasible employee engagement strategy: It’s the emotional connection or commitment that an employee has to the organization that then causes the employee to want to put forth the additional effort to ensure the organization and the brand succeed.”īut for the sake of this article, we have used the term strategy to signify the necessary steps you can take in order to ensure that the employees achieve a positive emotional connection with the organization and, above all, the work they are assigned to do. “E mployee engagement cannot be a strategy because engagement comes from within the employee. Here’s a quote by Annette Franz on the topic: However, what a sound employee engagement strategy essentially does is boost the likelihood that the relationship between the employee and the organization will be positive in nature. The word “strategy” connotes being able to bring about a preferable outcome through tactical moves. That brings us to the question, “what is employee engagement?” It sounds simple but goes deep. It is clear that very few organizations truly understand or value the meaning of the term.
It’s a downward spiral that originates with our lack of understanding of human capital management, or more specifically, employee engagement. Lower engagement leads to lower productivity and thus, slower economic growth In a 2017 study by Gallup, it was found that only 15 percent of the world’s one billion workers are engaged at work. This adds to the bottom line quarter over quarter and ensures long-term prosperity for the organization. With effective employee engagement ideas, employees will not only have the ability to improve their performance but will also bring unique benefits to the organization in the form of higher profitability, better customer retention, better talent acquisition and retention, lower employee turnover, and a safer work environment. They recognize the importance of discovering viable employee engagement strategies to maximize their human capital investment and turn them into high-ROI assets for the business.
#BRINGING A WORK GROUP BACK IN FOCUS FULL#
With the advent and proliferation of the knowledge economy, corporate leaders have come to realize that they must go beyond acquisition and recruitment and focus on the full employee lifecycle. The more engaged they are, the better it is for the organization. What makes a workplace a place of work? Is it the office premises, the machine equipment or the luxurious facilities? No, it’s the human workers, also known as the human capital, that determine both the quality of the workplace and the future of the organization.
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