Importance of Employee Engagement

Employee engagement is still a cornerstone upon which organizations are formed. No company can survive in this extremely competitive market unless each department has the right people. An engaged employee has a stronger personal and emotional attachment to their workplace (Whittington, Meskelis, Asare, & Beldona, 2017). They are energetic and passionate about their work, strive for excellence, and put their all into each assignment task. Employees who are engaged are those who perform at their best.

Employee engagement enables a company to achieve a competitive advantage and provide superior results. Engaged workers make an extra effort to be more creative, learn faster. Also, engaging employees can be a predictor of profitability, productivity, personnel retention, and customer satisfaction. When employees are engaged, they do everything within their power to help the company to succeed. Happier employees are the most productive, and the highly involved individuals fall into that category. In many cases, it is common that employees who are most engaged are less likely to abandon their jobs for other opportunities elsewhere. The reduced retention rates lead to improved morale and productivity. Employee engagement must be an active part of the company’s strategy because there are numerous benefits involved, which in turn drives customer satisfaction, profit, and growth.

Recommendation for Increasing Employee’s Motivation

The communication between the employee and the manager has to be ongoing and consistent (Georgiades, 2015). The conversation should not take very long hours, but it has to be consistent. One of the best ways in which the manager can use to increase conversations is just to wander into the facility floor or workplace. This is a better chance of improving relationships.

The employees who are most engaged are more open to new tools and innovative ideas. In many cases, they are thinking about ways they can improve their output rather than just performing the bare minimum requirement (Phillips, 2016). Employees are also ambassadors for the company and what they say about the company will have a direct effect on its reputation. Employees who are engaged will positively speak about the company a fact that will increase attractiveness and prestige to the customers as well as the potential employees. There is always a connection between stress relief and happiness. Happy workers are less stressful and less stressful to others factors that lead to a healthier working environment.

Employee Engagement Plan

First, the company should have defined vision and mission statement. Secondly, the company should give the employees what they want and need. Third, the communication should d be emphasized, and everyone must feel engaged. Lastly, the management must create trust, respect, and act impartially (Narayanan, TotalBoox, & TBX, 2014).

Technology is another way the management can use to enhance communication at the workplace. The company should optimize its effort to create a form of technology that improves communication at the workplace. Failing to take advantage of the increased technology is comparable to turning a back on the most powerful way of building trust and engaging employees. The company should build a solid foundation with its employees so that they feel invested. Staffs should be taught about the vision for the future and the history of the company. Ask them about their expectations as well as goals. When new employees join the company, they should be taken through a training and orientation process to acquaint themselves with the company’s culture.

References

Georgiades, S. (2015). Communication Process to Achieve Employee Engagement. Employee Engagement in Media Management, 39-59. doi:10.1007/978-3-319-16217-1_3

Narayanan, A., TotalBoox,, & TBX. (2014). Gamification for Employee Engagement. Packt Publishing.

Phillips, K. E. (2016). Employee LEAPS: Leveraging engagement by applying positive strategies.

Whittington, J. L., Meskelis, S., Asare, E., & Beldona, S. (2017). Enhancing employee engagement: An evidence-based approach.