Employee Engagement : An Important Factor Of Internal Communication

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.

Employee engagement, which reflects the emotional commitment an employee has to an organization is not just an organizational nicety but a business necessity due to direct ties to a number of performance outcomes, such as profitability,

Employee engagement is a branch of public relations maintained between the manager and the employees. It is an integral part of a successful business organization. According to Kruse (2012) the employee engagement can be defined as, “The emotional commitment the employee has to the organization and its goals.” There is a distinction between the employee being happy and the employee actually being engaged in his or her work. According to Kruse (2012), a research from Towers

Good employees are considering to leave our organization due to the deficiency of downward communication from upper management. Therefore, the purpose of the study is to examine how our organization’s deficiency in communication is effecting employee engagement. Then, determine the most efficient communication tool to use to improve employee engagement and lower risks in high attrition and low production. Furthermore, evidence will show that if you invest in town hall meetings or video conferences, you can align your vision with your employees as you improve employee engagement.

Motivation requires a driving force to complete goals and dreams, a wish is only a weak desire that one wishes something would magically happen such as winning the lottery. Only a strong passion can push one forward and drive their motivation to achieve the desire.

Critical elements that can improve employee engagement will vary by organization and by different leaders. Each person has their own set of tactics that they would use to improve employee engagements. I believe there isn’t an absolute 5 that you must adhere by, but a set of 5 that will be the most beneficial to your leadership style. The 5 elements that can be used to improve employee engagement are building the correct team, creating a shared purpose, editing or defining the culture, focus on each employee’s mountain climb per our book First, Break All the Rules, and impactful motivation.

Employee engagement has been recognised by many organisations as a leading and primary source and tool of competitive advantage and business success. Based on research conducted, engaged employees are recognised as being more productive than disengaged employees; thus leading to improved employee performance, increased workplace productivity and profitability, and ultimately, organisational success. The term employee engagement is primarily associated with the employee’s commitment to the objectives, goals and ultimate success of an organisation, exercised together with the enhancement of the employee’s own sense of well-being and development. David Macleod explains employee engagement as “a concept that is greater than the sum of its parts” and describes the concept as, “this is about how we create conditions in which employees offer more of their capability and potential” (Macleod, 2015).

The second aspect suggested by Macey and Schneider (2008) refers to the positive conditions encountered at work. This aspect implies that behavioral engagement is more likely to take place when some conditions such as the nature of the work people do and the leadership encountered at work yield positive attitudes; therefore behaviorally engagement. In conclusion, there is no single definition of employee engagement that can encompass the full meaning of the term. Employee engagement is simply a combination of the facets explained above; employee engagement is the key to create and yield positive results at the work place, is the treasure any organization wants to possess in order to create competitive advantage and success in general. According to studies made by Gallup, engaged workplaces yield a 38% in productivity and a 27% increase in profitability. Promoting an engaged workforce should be one of the first goals the organization sets. Maximizing the innate talents by taking into consideration the psychological state engagement, behavioral engagement and personal traits engagement of every individual will bear a sustainable organizational growth.

Employee engagement is the emotional commitment an employee shows for the organization and its goals (Kruse 2012). It can also be defined as the act of an employee being involved in, enthusiastic about and satisfied with his or her work (Seijts et al.., 2006). An engaged employee is one who actually cares and is passionate about his job and company goals. He or she does not work just to get a paycheck rather they work to ensure the organization’s goals are met.

In this era of advanced technology and increased competition it is very important for a company to be stable in the competitive market. Employees are the prime source of the company to gain profit, the hard work of employees depends on their attitude towards the organisation that is how they feel working in the company, their trust and pride towards the firm (Mishra, Boynton & Mishra 2014). The companies now days are not only strengthening the external environment for example, customer focus , stakeholders partnerships, but also the internal environment of the firm as well which involve employee engagement through motivation (Mishra, Boynton & Mishra 2014). In other words it can be

Communication: A good plan should also offer open communication between the manager and employee, so that both are free to share thoughts at any time regarding the employee’s development. The book details a case study involving a manager who is fed up with an employee who appeared to be an outstanding candidate when hired, but later proved to disappoint him in many areas. However, the manager failed to communicate his expectations to the employee, who was earnestly performing to what she believed to be the expectations. In her annual review, he verbalized for the first time what a poor job she was doing, which shocked her. Had he been communicating with this employee regularly and addressing his concerns, he would have sooner learned in what areas she had been mistrained, and about which issues she was just uninformed. To avoid these dysfunctional relationships between employees and management, an employee should feel comfortable to ask for feedback at any time, and a manager should feel comfortable questioning an employee without creating a negative confrontation. Thomas et al. (2009) elaborate on the issue of communication and employee performance. The relationship between trust and managerial effectiveness has been well-researched and documented, but the authors in this study aimed to explore the relationship between trust and communication. The authors posited that employee engagement, highly correlated with positive employee performance, would be

Employee’s satisfaction and involvement. Employees are more likely to accept change if they understand the reason for the change as well as the benefits of the change. Therefore, it is important for management to have open and frequent communication with employees. The information, however limited it might be, must be provided to the employees. The communication must include the employee benefits that may occur as a result of the change; some of them being increased job satisfaction and reward. According to Iljins, Skvarciany & Gaile-Sarkane (2015), having an open communication creates a level of trust and job security for the employees. As a result, these ones are more receptive to the changes.

Employee engagement is a kind of work approach designed for workplaces in order to confirm that the staffs are committed to the organisation goals and understand the values which are intended for the success of the company and equivalently they are capable of reinforcing their own sense of well being. In this report, the topic of employee engagement has been discussed and supported with relevant details.

For business, retaining clients are the main ambition because the profits of the business will continue to grow through the loyalty of customers. Communication skills are one of the essential parts of leading people to work successfully in the relationships with co-workers as well as clients in their commercial enterprises. Therefore, interacting with management, clients and team members in the workplace can help in order to enhance the interest of the business. Training staff to develop effective communication skills is indispensable for them to be stronger at interpersonal skills. To become greater in the world of business is mainly by this primary method. Hynes (2012) says “One way to encourage employee engagement is to provide

Leaders also try to achieve the same quality for their own status, which allows them to pursue greater strength, achieve personal goals and future endeavours. According to a recent study conducted by Psychometrics Canada a pioneer in research assessment, has mentioned in one of its report that employee engagement in the organisation plays a major role in the success of any organisation. Accordingly it says that the best way to increase the relation is by working out a strategy that builds positive environment and culture relations between the workers and ensuring a good leader to fit for the purpose. Leaders in the organisation can try to achieve a better employee engagement by listening to followers opinions, communicating his vision with a clarity, providing and developing strategies and solution for the success, and finally recognising the ability of the followers and praising their contributions. Thisaspect of leadership is displayed by general feedback, generating ideas and possess enthusiastic in requesting for help (Bradley P. Owens, 2013). One example of this leadership quality is described by DAVID J. BOBB(David J B, 2013) in his book saying following servant leadership is very difficult as it is not a natural talent to anyone. He takes the example of George Washington, though considered to be a man of high temper and showing excess pride in his capabilities and qualities during his period as a freedom fighter. As he has foreseen the global position he is getting