Critical Elements That Can Improve Employee Engagement

Intro: Here I'll site the numbers on employee engagement and how it's costly to employers. Introducing Brandon, I'll go over ways to identify key problem areas within the workplace. Next I'll unpack actionable items (with Brandon's expertise), using health benefits as a catalyst to boost employee engagement.

Employee engagement is today’s leadership priority. However, the catchphrase goes a long way back in the beginning of the 21st century. It has gained interest to this date, which can be credited to Gallup’s first version of the Q12 in the 1990s commonly termed as the Gallup Workplace Audit (Gallup Consulting, 2006). Subsequently, Gallup has continuously refined and expanded their Q12 for current business challenges. Furthermore, several literatures, surveys and evidence-based studies abound that exhibited positive results with employee engagement such as increased performance, safety, retention and profits among others.

In the recent years, employee engagement has increased in importance because the more engaged the employee, the less likely they are to leave an organization (Adkins, 2010). An engaged workforce equates to a company being more profitable and performing better on business outcomes (Adkins, 2010). The author will research how a leader’s communication style affects employee engagement within their organization. This research will help companies determine additional trainings or coaching that leaders can participate in so that employees are as engaged as possible.

One of the primary factors in employee engagement is a person’s relationship with his or her direct manager. Some managers are excellent at managing teams and making each person feel valued, while others don’t have the same abilities. Train your managers in the skills that can improve employee engagement, and it can boost your organization’s overall results. Most employees fear their supervisors, so they choose to leave because they don’t want to work in a stressful environment. However, they don’t always express their

Employees are the most important, and often, most costly asset within any organisation. Ensuring they are fully engaged and committed to the success of the business is crucial. Listed below are the activities needed to reinforce the connection employees have with their company, job and colleagues, leading to a more satisfied and motivated workforce.

Employee engagement and motivation can be increased by providing clear line of sight, providing right job knowledge with required resources, supportive supervision, incentives and rewards.

1.2 Analyse the three principle dimensions of employee engagement (the emotional, the cognitive and the physical)

Employee Engagement: It’s a known perception that an engaged workforce provides many intangible benefits that is linked directly to retention. HR policies should focus on employee engagement initiatives that stimulate motivation levels of employees to perform better and bond with organisation. This process should be initiated right from induction and continue throughout their tenure by opening channels of continuous communication and encouraging interpersonal relations. HR is responsible to incorporate methods to measure engagement and at regular intervals track engagement contribution to company’s success.

There might come situations like interpersonal conflict, work-family conflict, job – security, sexual harassment which may reduce which reduce work engagement under which a firm must adopt much programs and policies like job redesign, Family-friendly human resource policies, stress management programs, work-life balance programs which helps in building work engagement.

In other nations meeting the altruistic and simple human needs of being part of something greater than yourself are the driving forces to an engaging environment (Vorhauser-Smith, 2013). According to Major Angelo’s actions of communicating with employees and developing a relationship with them demonstrate how leaders begin to create an engaging environment. According to Harter & Adkins (2015), employees whose manager communicate with them through meetings are practically three times more likely to be engaged as employees whose managers do not hold regular meetings with them. Another method to engage employees is by ensuring they understand their goals and helping them understand the big picture of how their role impacts the whole organization structure.

As written in the lines above, employee engagement has a significant impact on an employee and their engagement. Although there has been many articles and research written about leadership and servant leadership, in this study, it will provide and overview, key traits and influences that servant leaders use in collaboration to address significant problems with strategy and other individuals. Therefore, how do managers and leaders facilitate the engagement of their employees? Leaders do this through their leadership style. In 1970, Robert K. Greenleaf identified servant-leadership, which was different from the traditional views of leadership. According to Greenleaf, “The servant-leader is a servant first. Servant

The fourth way is to help the company increase employee commitment and engagement. In addition to increasing productivity, companies want to ensure that their employees are committed and engaged to the organization. This will produce employees that put more effort and take pride even in the smallest of tasks, employees that are constantly thinking of ways to better improve their productivity, and employees that motivate and inspire other employees that may have a negative attitude about the organization.

The success of organization depends upon the engagement of their employees and their awareness regarding their duty, role and output of work that perceives the organization ahead (Anitha J, 2014) Many researchers have defined employee engagement in their own words but Shane and lattimore, 2013, pg138) believes that it is a person’s innate feelings, psychological thinking, intellectual abilities and their motivational efforts to achieve the job oriented goals. Employee engagement is a kind of specific environmental condition in which an individual feel totally indulge in work and consider that work meaningful, manageable and be success full for future.

Ruyle, Erichinger & De Meuse indicated that there are 11 factors can influence Workforce engagement, including: strategic alignment, trust in senior leadership, immediate mangier working relationship, peer culture, personal influence, nature of my career, career support, nature of the job, development opportunities, employee recognition and pay fairness. One of the factor immediate mangier working relationship, plays a major role of affecting employee engagement. Within a good management, organization is necessary to be able to set up a good relationship and have clearly communication to informing employees of what is required and organization expectation. In an organization, information sharing and explicit directions by using good communication skills can improve the performance efficiency and By fully communication and engagement to reinforce both individual staff capacity and the organization performance can be a win-win situation.

The key to engagement are managers that include the workforce in making their jobs interesting. Mangers that truly care about what is in the hearts and minds of each individual, are successful in giving the employee a feeling of value in the organizations. Dignity and respect that are given by leaders towards subordinates creates high retention and morale within the organization.