Employee Engagement : Measuring Retention

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Employee Engagement An additional factor to be considered is when measuring retention is employee engagement. Employee engagement is the degree to which a worker believes in, or is committed to their work, field, and place of employment (Maslach, C. 2003; Harter, J., et al. 2006). The higher degree to which an employee is engaged, the more likely they are to retain their position. There are three levels of engagement in which an employee can be measured at (Catado, P. 2011); fully engaged, disengaged, and actively disengaged. A fully engaged worker takes it upon themselves to stay relevant and up-to-date in company’s and their professional field and take on additional responsibilities as the opportunities arise. They also show respect towards their fellow colleagues, are willing to put in more effort than is expected, and exhibit high levels of enthusiasm. One who is disengaged see their work as time exchanged for a paycheck. These employees fulfill their essential duties but contribute nothing more. They come on time and leave on time, and rarely if ever volunteer for extra responsibility. The third level at which How actively disengaged employees differentiate themselves is they regularly voice their dissatisfaction with their positions and undermine their fellow colleagues. While the Institute for Employment Studies found actively disengaged employees make up only about 15-18% of the work force (Catado, P. 2011), the negativity they bring to the environment can affect
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