Connecting to LinkedIn...

11 months ago

W1siziisijiwmtuvmtivmjmvmtqvmzavmzqvmtu1l2vtcgxvewvllwvuz2fnzw1lbnquanbnil0swyjwiiwidgh1bwiilcizmdb4mjiwxhuwmdnlil1d

An engaged workforce can help your organisation gain a leg up on competition.

Employee engagement is different from employee satisfaction. While employee satisfaction is used an indicator to measure how satisfied or happy your employees are with their jobs, it does not take into account their level of motivation, involvement or emotional commitment. 

Making efforts to boost employee satisfaction will not necessarily result in improved or increased job performance. In fact, the things that make most employees “job satisfied” are more likely to frustrate high performing employees who like to challenge the status quo. 

It is important for business managers to identify and measure the level of employee engagement in their organisation and design and implement strategies that will boost employee engagement. But how do we design employee engagement? How it affects an organisation? What are some measures that can be taken to make employees want to give it their best? 

Understanding Employee Engagement

An engaged workforce is much more productive that a non-engaged workforce.

A highly engaged employee is an individual who is full of passion and is enthusiastic about their work. Engaged employees are emotionally attached to, and inspired by their job. They care about the future of the organisation and are willing to go the extra mile to make their organisation succeed. They are not only emotionally connected with your organisation; they are cognitively vigilant as well.

How is Employee Engagement measured?

Measuring employee engagement and benchmarking it against other organisations in the industry is critical for the success of any organisation irrespective of its size and shape. But how is employee engagement measured? Typically, employee engagement is measured through an employee engagement survey. The survey has been designed specifically for this purpose. However, to get useful results, the survey needs to be validated statistically. Without taking these factors into consideration, it may be difficult to know what you are measuring and whether the results are positive or negative. 

What Drives Employee Engagement?

There are a number of factors that drive employee engagement. However, there are two basic factors that have a powerful impact on employee engagement. These factors are based on statistical analysis and are widely supported by industry research. 

  • Engagement/Attachment with the Organisation – It measures what your employees feel about your organisation and their level of engagement with your organisation including your senior management. The factor takes into account their confidence in organisational leadership fairness in policies, organisational values and objectives.
     
  • Engagement with Senior Management – It measures how employees feel about their immediate supervisors. The factor takes into account their feelings about being treated justly, receiving feedback and direction and their work relationship with their manager. 

 

By creating an engaged workforce you can gain an edge against your competitors. Management should actively try to identify the level of employee engagement within the organisation, factors that may contribute to lack of full engagement and implement strategies that may boost employee motivation, involvement and organisational commitment.