Over the past decades, many authors have written on ‘Employee Engagement’. Kahn (1990) was the first to coin the term engagement as he described how people could “use varying degrees of themselves, physically, cognitively and emotionally in work role performances”. Employee engagement is not the only term used to describe the positive attitudes and behavior of employees at work. Other terms commonly used are ‘commitment’, ‘organization citizenship behavior’, and the ‘psychological contract’.

Employee engagement is critical to any organization. Deci and Ryan conducted the most influential study on employee engagement in 1985 (Berens, 2013). Deci and Ryan (1985) expanded on early work by differentiating between intrinsic and extrinsic motivation. Competence, autonomy, and psychological relatedness which are psychological needs, motivate the individual to initiate behavior essential for the psychological health and well-being of an individual and if satisfied may lead to optimal function and growth (Deci & Ryan, 1985). The basic needs for satisfaction have been found to directly relate to the dedication of employees (Vandenabeele, 2014).

The longevity of an organization is affected by employee engagement, which is a factor in the financial performance of the organization (Bersin, 2014). In contrast, improved employee productivity had a positive effect on organizational financial performance.

Engagement is consistently shown as something given by the employee that can benefit the organization through commitment and dedication, advocacy, discretionary effort, using talents to the fullest, and being supportive of the organization’s goals and values. Engaged employees feel a sense of attachment towards their organization, investing themselves not only in their role but in the organization as a whole.

Who is an Employee?

An employee is a person who an employer hires to perform a specific job or role within a company or organization. Employees typically receive compensation for their work in the form of a salary or wages. They are also subject to the policies, rules, and regulations established by their employer.

Definition of Employee Engagement.

Employee engagement refers to the enthusiasm, dedication, and commitment an employee feels toward their job and the organization they work for. It goes beyond mere job satisfaction or happiness at work. Engaged employees are not only satisfied with their work but also actively contribute to the success of the company and feel a sense of purpose and fulfillment in their role.

Importance of Employee Engagement in the Workplace.

1. Improved Work Environment and Culture: Employee engagement is crucial for enhancing the work environment and culture, fostering dedication to company goals and values.
2. Consistent Productivity and High Performance: Engaged employees are more likely to be consistently productive, leading to a high-performing workforce.
   Positive Company Culture: Engaged employees contribute to a positive company culture, fostering satisfaction and positive experiences for all.
3. Increased Retention and Organizational Success: Employee engagement is linked to improved employee retention, higher performance, better quality of work, and overall organizational success.
4. Enhanced Profitability: Highly engaged teams show greater profitability, making employee engagement a strategic business objective that impacts business success and customer satisfaction.

Factors Influencing Employee Engagement.

Several factors lead to employee engagement irrespective of the type or culture of the organization. These factors create a feeling of value and involvement among the employees. The factors which influence employee engagement are:

1. Supportive leadership: Employees are more likely to be engaged if they have supportive managers who provide clear guidance, offer feedback, and are responsive to their needs. They need to feel the core values upon which the organization stands are not compromised. An organization’s ethical standards also lead to employee engagement.
2. Recruitment and Selection: While recruiting employees for jobs, organizations enhance their engagement by selecting the right fit for the job and commitment by providing growth and advancement opportunities to employees in return for their loyalty.
3. Organizational culture: A positive and inclusive culture can greatly impact employee engagement. When employees feel a sense of belonging and are encouraged to share their ideas and opinions, they are more likely to be engaged.
4. Opportunities for growth and development: Employees are more engaged when they have opportunities to learn new skills, take on new challenges, and advance their careers within the organization. Career development influences engagement for employees, retaining the most talented employees, and providing opportunities for personal development.
5. Work-life balance: Research indicates that employee engagement levels are low if the employee does not feel secure while working. A healthy work-life balance is essential for employee engagement. When employees have the flexibility to manage their personal and professional responsibilities, they are more likely to feel satisfied and engaged in their work.
6. Recognition and rewards: Recognizing and rewarding employees for their contributions and achievements can increase engagement. Acknowledging employee efforts and providing meaningful incentives can boost motivation and job satisfaction.
7. Equal and fair opportunities: The employee engagement levels would be high if their superiors provided equal opportunities for growth and advancement to all the employees. Employees feel that they are not discriminated against in any aspect of the organization.
8. Training and Development: This is another important area that contributes to employee engagement. Redundancy of skills has been cited as one of the reasons for employee turnover, thereby indicating the necessity for training, re-training, and multi-skill training. Training will help new and current employees acquire the knowledge and skills they need to perform their jobs.
9. Performance Management: Performance management processes provide conditions for employee engagement. Performance management encourages managers to focus on the roles and responsibilities of employees and include them in the goal-setting process.
10. Communication: Organizations should follow the open door policy. There should be both upward and downward communication with the use of appropriate communication channels in the organization. If employees are given a say in the decision-making and have the right to be heard by their boss then the engagement levels are likely to be high.

Benefits of Employee Engagement.

1. Increased Productivity: Engaged employees are more motivated and committed to their work, leading to higher productivity and efficiency. They spend less time on non-work-related activities and more time focused on their tasks.
2. Improved Performance: Engaged employees tend to perform at a higher level and strive for excellence. They take pride in their work and are more likely to go above and beyond to achieve organizational goals.
3. Reduced Turnover: Employee engagement plays a crucial role in reducing turnover rates. Engaged employees are more likely to stay with the organization, leading to higher employee retention and cost savings associated with recruitment and training.
4. Enhanced Employee Satisfaction: Engaged employees are more satisfied with their work and the organization. They feel valued and appreciated, which contributes to their overall job satisfaction.
5. Better Customer Service: Engaged employees who are passionate about their work are more likely to provide excellent customer service. They go the extra mile to meet customer needs, resulting in higher customer satisfaction and loyalty.

Strategies for Effective Employee Engagement.

Employee engagement is often overlooked, but it has a significant impact on the success of any business. If you’re not sure about the level of engagement among your employees, it’s time to create or update your employee engagement strategy. Highly engaged employees are more productive and efficient, which leads to better profitability and higher sales. They also contribute to increased customer satisfaction, loyalty, and engagement.

Investing in employee engagement can bring numerous benefits to your business, including those mentioned above and many others. Therefore, it’s an investment worth making to achieve long-term success. Looking at the importance and benefits of employee engagement, it is notable how employee engagement is one with the organization.

This leads us to create the right strategies for effective employee engagement.

1. Clarify expectations: Communicate job expectations, goals, and performance standards to employees. This helps them understand what is expected of them and gives them a sense of purpose in their work.
2. Provide growth and development opportunities: Offer employees learning and career development opportunities. This can include training programs, workshops, mentoring, and job rotations. When employees see a clear path for growth within the organization, they are more likely to feel engaged and motivated.
3. Foster a positive work environment: Create a supportive and positive workplace culture where employees feel valued and respected. Encourage collaboration, open communication, and teamwork. Recognize and appreciate employees’ contributions regularly.
4. Encourage work-life balance: Support employees in managing their personal and professional responsibilities. Offer flexible work arrangements, time-off policies, and wellness programs. Encouraging a healthy work-life balance can reduce burnout and enhance engagement.
5. Provide regular feedback and recognition: Offer timely and constructive feedback to employees, highlighting their strengths and areas for improvement. Implement a recognition program to acknowledge and reward employees for their achievements and contributions.
6. Measure and evaluate engagement: Regularly measure and evaluate employee engagement levels through surveys or other assessment tools. Use this feedback to identify areas for improvement and tailor engagement strategies to meet employees’ needs.

Measurement and Evaluation of Employee Engagement.

1. Employee Engagement Surveys: One of the most commonly used methods is conducting employee engagement surveys. These surveys typically focus on factors such as job satisfaction, commitment to the company, and motivation levels. By understanding how these factors interact with each other, organizations can develop targeted strategies to improve employee engagement.
2. Qualitative Feedback: In addition to surveys, organizations should also gather qualitative feedback through open-ended comments or focus groups. This feedback provides valuable insights into the specific areas where improvements can be made and help in understanding the underlying reasons behind the survey results.
3. Social Media and Other Sources: Some companies use data from social media platforms and other sources to measure employee engagement. Analyzing employee sentiment and interactions on social media can provide additional insights into their level of engagement and satisfaction.
4. Regular Monitoring: Measuring employee engagement should be an ongoing process rather than a one-time event. Regularly monitoring engagement levels allows organizations to identify trends, track progress, and make timely adjustments to their strategies.
5. Engagement Drivers and Goals: It is important to identify the key drivers of employee engagement within the organization. These drivers can vary from company to company but may include factors such as leadership, communication, recognition, and career development. Setting clear goals related to these drivers helps in measuring progress and evaluating the effectiveness of engagement initiatives.
6. Action and Follow-up: Measuring employee engagement is only the first step. It is equally important to take action based on the survey results and feedback received. Managers and leaders should work with their teams to develop action plans and implement changes that address the identified areas for improvement. Regular follow-up and communication are essential to ensure that the engagement initiatives are effective.
7. Employee Ambassadorship: Measuring ambassadorship can provide insights into the level of employee engagement. By evaluating how employees promote and advocate for the organization, organizations can gain a deeper understanding of engagement levels and identify areas for improvement.

In conclusion, employee engagement is a critical aspect of a successful workplace. Engaged employees are more productive, committed, and satisfied with their work. They contribute to a positive work environment, provide better customer service, and drive innovation. Employee engagement also leads to reduced turnover rates and improved employee well-being.