Over the past couple of years, there been an ongoing debate about employee engagement. What is it all about and how important is it?
Employee engagement is the degree of an employee’s emotional connection with his or her employer or organization that determines the individual’s contribution towards his work. The more the emotional connection, the greater the likelihood of his making an “extra mile contribution” to the organization.
Today, the most critical question facing organizations is the exact correlation between employee motivation and productivity. According to a survey conducted by Akron’s Centre for Organizational Research, low engaged employees tend to characterize the following:
- Dissatisfaction: Low engaged employees tend to be highly dissatisfied with their jobs.
- Employee Attrition: One can expect high level of employee attrition. Employees tend to hop jobs as soon as an alternative opportunity is at hand.
- Tolerance: Employees’ ability to handle or tolerate economic uncertainty is minimal.
- Inconsistency: Employees are unable to bring a high level of loyalty, creativeness and energy to their jobs.
- Goodwill: Employee goodwill is low both at the work and when they are away from work. In turn, it disallows employees to promote goodwill within and towards the organization.
Impact of Low Engaged Employees on an Organization:
- The organization lose its top talent: During economic hardship, investing in employee engagement is like repairing the roof before a big whirlwind hits it. So, if an employer neglects employee engagement, he will taste the whirlwind of a smart and top talented employee exodus as soon as there are signs of economy improvement.
- Negative Impact on Organizational Success: Looking into employee engagement as a strategy is not only essential for organizational success but vital for long-term organizational viability. So, if there is low employee engagement, it is likely to have a negative impact on organizational success.
During the past successive economic downturn, managers had the most difficult task of handling their workforce’s spirits and productivity. To solve this matter, managers of an organization must be able to build a culture where respective employee feels valued and can take decisions.
So, to build a higher level of employee engagement, organizational leaders should come together to set a clear direction for an organization. On this pathway, open communication with honesty, expectation and corporate goals as well personal goals need to be shared between employees and their leaders. This helps to overcome low employee engagement within the organization.
Do share your thoughts on the same.
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