Employee engagement, by Wikipedia definition, is the property of the relationship between an organisation and its employees. In effect, what is widely believed is that if an employee or a worker is “engaged,” then he or she is totally involved in the work they are doing. Also, they are “happy” about their work portfolios to the extent that they are keen to add weight to their employer’s professional well-being. In all, it is understood that if all other parameters are the same, a company with good levels of employee engagement will do better than the ones with a lower level of employee engagement.
In some which way, employee engagement is said to be spoken of as a dimension which is somewhat similar to job satisfaction. Also, it is, in a manner, part and parcel of employee retention. A person with a good amount of engagement is more likely to stay on with a company even if given the chance to join another professional organisation. In lay terms, it means that if employees are fruitfully engaged, they will go more lengths to ensure higher productivity in their respective companies. It is a win-win kind of situation for the both sides.
Employee engagement, in a way, is something akin to a symbiotic relationship. Overall, engaged employees are beneficial for the company since they bring in a lot of positivity to the work environment. And this, in turn, is because they are getting a lot of positivity from their work.
The human resources departments of organisations are very actively involved in ensuring that employee engagement of their respective lower ranks is a priority for all managerial level staffers. Since it is something which will usher in good times and a keen sense of working vibes within a company, this is high on the agenda of the HR folk.
Like says, Ashish Soni, an MBA graduate, “engaged employees are the ones on whom we can bank upon for bringing in higher energy functions into our working unit. They will not only act as engines for newer forms of innovations within their work spheres, but also pull up those employees who are not giving in their best to their concerned organizations.” And, he continues, “what is best about this phenomenon is that both parties stand to gain in this. The employees themselves are the toast of the town since their work is recognised by their seniors and peers, alike.”
Management studies on the subject have put forth certain interesting results about employee engagement. It is a trait which is certainly connected with the productivity of the organisation. In addition, there is a stream of management gurus who are of the opinion that it is also associated with employee voice and with employee empowerment. If employees are able to get their way through in their work, it will reflect in their happiness quotient with their employers. This, in turn, will have a bearing in getting higher work capacities out of them. Which is a beneficial situation for the firm also to be in.
What stands to reason is that if any given person, be it a homemaker or working professional, does get a certain amount of satisfaction if he or she is doing what they actually like, it is surely a positive attribute. And happy thoughts and actions, by rote, beget a good amount of naturally happy vibes all over the place. Which, as though by a circular co-incidence, automatically results in people giving their best to whatever it is that they are doing. As and when we are in a satisfied frame of mind, our whole self is uplifted into another plane and we, as if by the press of a button, perform better than what we previously did.
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