Importance of Employee Engagement

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Importance of Employee Engagement



Employee Engagement holding the main concept of work engagement and organizational engagement (A. B. Bakker, M.P. Leiter, 2010). Positive employee engagement to the work or the organization may directly affect the organizational growth while achieving employee target or above the targets. Employee engagement increase productivity, quality of work, employee attendance, employee loyalty to the organization.

   Organizational Engagement based on organizational aspects. Organization treat well to their employees as an internal customer; they motivate to the work and employee retention remain high. Majority of the employees easily satisfy with the financial benefits providing by the employer like higher salary schemes, vehicle allowance, fuel allowance, annual bonuses, incentives, leave encashments, medical reimbursement etc. Some other employees satisfy with the non-financial benefits of the reputation of the organization, friendly working environment, flexible management, employee work appreciation can drive the employee to engage the organization automatically. And also, if an employee can see their career objectives within the organization employee won’t leave the organization until they reach the level they dreamed.




An Employee Engages in the Work can define as the extent to which the employees feel passionate and committed to their work put discretionary effort into the work (A. B. Bakker, M.P. Leiter, 2010). An employee engages in the work is beyond the satisfaction of the financial benefit at work. An employee engaging in the work they focus on the innovations, work engaged employees can recover quickly after a recession or financial drawbacks and they can see an important needs and changes of the organization more than other employees. An employee engages in the work they go for extra miles of their work. But most of the time work engaged employees not highlighted and organizations doesn’t give an exact value to the employees, organization recognize the employee value only they leave the organization.

    Therefore, Higher performers can be retained if the organization has an effective employee engagement strategy (M. Kaliannan, S. N. Adjovu, 2015). As a human resource manager need to have a strategy to engage employees in the job role as well as the organization.






References

A. B. Bakker, M.P. Leiter, 2010. Defining and Measuring Work Engagement. In: A. B. B. W. B. Schufeli, ed. Work Engagement. New York: Psychology Press, p. 10.

M. Kaliannan, S. N. Adjovu, 2015. Effective employee engagement and organizational success. ScienceDirect, 27 01, 172(School of Business, University of Nottingham Malaysia Campus, JalanBroga, Semenyih, 43500, Malaysia), pp. 161-168.

Mehta, D. and Mehta, N.K., 2013. Employee engagement: A literature review. Economia. Seria Management, 16(2), pp.208-215.

Rao, R.N., Vani, H. and Meesala, A., 2014. The impact of best HR practices and employee engagement on career success: A discriminant analysis. Prabandhan: Indian Journal of Management, 7(1), pp.5-14.


Comments

  1. SudarshanaJune 8, 2019 at 7:27 AM

    As the article suggest, organization has many things to offer as incentives to employee to promote the engagement and these benefits can really motivate the employees. Good post.

    ReplyDelete
    Replies
    1. Chayathri PereraJune 11, 2019 at 5:30 AM

      Yes Sudarshana employee engagement depends on financial and non-financial benefits.

      Delete

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