Employee Organizational Engagement Report

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Organization Employee 

Employee Engagement

Employee engagement is the phenomenon that shows the level of determination of employees for their work. Engaged employees are the high potential employees they promote succession-planning process in an organization. They deliver high level of performance and bring innovations to their work. They efficiently support the intentional building of an organization. They understand their role in the organization. They are highly enthusiastic about their work and emotionally attached to their organization. They show commitment towards their work. Employee engagementis seen when an employee sees his place of work and nature of work as an opportunity rather than an obligation. (Kenan-flagler.unc.edu, 2016)

Employee engagement combines strong work ethic to improve the work environment for themselves and others. They take every problem as a challenge and try to solve it. Improving employee engagement can improve the management of the organization. It is the possessions of relationship between the employees and the organization itself. Access to learning and training opportunities help in engaging employees. For engaging employees it is necessary to understand their needs of paying better wages, giving increments and rewarding them with vacations. To keep them engaged employees should be praised and their work should be recognized.

Employee Organizational Engagement Report

Employee Disengagement

Employee disengagement is a phenomenon that refers to the employees who take their work as an exchange of time for remuneration. They are never interested in bringing innovation to their work. They come to work late and leave early. They take many breaks while working and do not volunteer for any extra work. They do not put effort into any of their work, as they have zero determination to show creativity or passion towards their work. Disengaged workers are those worker who may have been engaged in their work actively at one time but due to certain reasons their motivation and drive for work has been finished or worn off. (Wright, 2016)

Those reasons maybe lack of promotion or career growth, a salary inequity perception, dislike towards the job or distrust for the manager or management. Employee disengagement can be dealt only with constant motivation. Employee disengagement can be very toxic for an organization as those pessimistic employees can make it worse for the other employees by their negative attitude and comments, which may drain the energy of other employees throughout the day. According to a research employee, disengagement adds up to huge loss of productivity per year. Employee disengagement is caused when there is less money paid for huge deal of work or when they are made to work more than their abilities without recognition.

Employee Non-Engagement

Employee non-engagement means the non-involvement or non-participation of an employee in their work. Non-engaged employees are not poised to put their efforts for success an organization. They do not show up at work, they do not complete whatever task is given to them. The non-engaged employees are the silent majority of employees who blend in the rest of the workers and make half of the workforce. There characteristics are lack of enthusiasm, high absenteeism, use of activities not related to their work and poor attitude. They maybe introvert people who do not socialize with their peers. (Mizne)

They do not engage in any collective work activities, they are not interested in sharing their innovative ideas. They do not engage in learning activities or trainings. Poor leadership or management is one of the causes of employee non-engagement. Non-engagement of employees maybe because they feel unsatisfied, they have too many work hours with less relaxation, do not have motivation to work hard, their work might be not challenging enough, or they are simply bored of working due to the mentioned reasons. They must be engaged in work so that they do not detract from their work.

How Management Levels Affect The Performance Of An Organization

The engagement or disengagement of employees has huge effects on the working of an organization. First, it adds to the quality of work produced within an organization. It affects the relationship of the customer and the employee. Creating employee engagement is based on the management prevailing in the organization. There are different styles of management that target different types of employees and their engagement in an organization. The commitment style of management is very effective in engaging the employees for work in the end. (Services future.com)

Managers must engage their employees actively while creating a positive and enthusiastic work environment where the employees can perform and contribute their ideas while getting encouragement. To ensure the active engagement of employees they should be motivated and their efforts should be recognized and rewarded. Due to lack of engagement in a particular workplace, around 2.7 million people quit their jobs on monthly bases. This turnover costs about $11 billion of loss to an organization and about 20 percent salary is used in replacing those employees. The lack of fulfillment and recognition by the management leads to employee disengagement and job turnover.

The best management strategy is when the management is open for new ideas they ask their employees to share their innovative ideas for the better working and improvement of the organization. Reasons of turning over the jobs are about 43% of people quit jobs because of lack of recognition. About 35 percent of employees jobs because of internal politics in the organization. About 31 percent quit jobs because of bad management and lack of empowerment. Moreover, about 23 percent of the employees disengage and quit job because the organization is unable to proof its worth. Usually the employees who are disengaged from their work waste their time in surfing the internet or doing job hunts. (Engaged vs. Disengaged Employees, 2012)

They keep themselves occupied by going to unnecessary meeting, socializing with people outside work, playing games or shopping online, talking unnecessarily on the phone, taking naps at work or dealing with interruptions. The employees are not engaged in work because 35 percent of them think that the work is not challenging enough for them. 34 percent think that the working hours are a lot and very tough to manage. 32 percent of them are motivated and drive to work hard and 30 percent of them are unsatisfied with their field of work. Major constraining to employee engagement is the lack of values in an organizational culture.

The employees should be engaged at work by setting clear goals about the purpose and vision of the organization. Companies or organizations that have engaged work force experience lower absenteeism, lower staff turnover, less quality issues, less safety and security incidents, less shrinkage and better working environment, higher productivity, higher profitability and better customer ratings and reviews. Disengagement of employees is an economic loss and profit drain for the environment and organization. Moreover, unproductive workforce is a barrier in the path of success for any organization. Collaboration among employees is a great idea for resolving problems. This will lead to better-input and innovative ideas for the organizational culture. Employee non-engagement may affect the sales and customer service of the organization. (20 Fundamental Problems Linked to Employee Disengagement)

Recommendations For Achieving High Employee Engagement In Organization

In order to achieve higher employee engagement in an organization the contributions of employees shall be rewarded to foster an environment that plays longer employee maintenance and friendly atmosphere. The management should offer both intrinsic and extrinsic kind of motivation. Intrinsic motivation includes ownership of the work, provision of new skills, positive feedback, introduction to new challenges, and allowing experimentation. Extrinsic motivation includes clear expectations from employees, giving recognition, making flexible work schedules, providing comfortable workplace and rewarding them for their determination and work.

Along with this personal motivation and peer, motivation plays a vital role. Personal motivation may include emotional support without being judgmental, highlighting goals and a prominent career path. Peer motivation includes team building, conflict mediation, giving collaborative projects and involvement across business. Employees within any organization want ownership of their work, they want to be motivated and rewarded for their positive feedback in the success of any project. They want flexibility in their work, working hours and other working necessities. Employees want to work in a stable and friendly work environment free of politics. Employees want to gain and earn respect and a positive reputation. They want compensations and opportunities for advancement within the organization. (Custom insnight .com)

They need to be trusted upon while taking decisions. They want work benefits, old age benefits, or other type of securities from their reputed organizations. Employees want job security most of all. Improving communication within the organization is the most important step for increasing employee engagement. If the manager has good ties with his peers and employees then they will want to work better for him and obey his rules and follow his directions as compared to a boss who is a complete stranger in the workplace. Giving feedback has great value among employees because this may resolve many issues. The organization should focus on the strengths and natural talents of the employees as well as their weaknesses should not be ignored. Employees should feel that their work is important and they should be recognized because of their talent. (Employersresource.com, 2017)

Leader should be inclusive so that the employees do not lose track of their purpose and goals. Employees should be given access to training and learning opportunities for their professional growth. They should be rewarded on basis of their performance for recognition. They should be given more time off and vacations to rest their minds from the busy work life. Employees should be praised for their work and performance. Happy and ready to perform employees are the backbone of a successful organization. Engagement of employees depends on better communication and relationships between management and employees.

Also study,

Employee Engagement Research Paper

References
  • 20 Fundamental Problems Linked to Employee Disengagement. (n.d.). Retrieved from https://axerosolutions.com/blogs/timeisenhauer/pulse/365/20-fundamental-problems-linked-to-employee-disengagement
  • Custom insnight .com. (n.d.). What Causes Employee Disengagement? Retrieved from https://www.custominsight.com/employee-engagement-survey/research-employee-disengagement.asp
  • com. (2017, June 27). Employee Engagement vs. Disengagement . Retrieved from https://www.employersresource.com/human-resources/hiring-engagement-retention/employee-engagement-vs-disengagement/
  • Engaged vs. Disengaged Employees. (2012, January 11). Retrieved from http://www.opin.ca/en/article/engaged-vs-disengaged-employees
  • Kenan-flagler.unc.edu. (2016, March 17). Executive Development Blog. Retrieved from http://execdev.kenan-flagler.unc.edu/blog/engaged-disengaged-actively-disengaged.-whats-the-difference
  • Mizne, D. (n.d.). Surprising Signs Of A Disengaged Employee (Infographic). Retrieved from https://www.15five.com/blog/5-surprising-signs-of-disengaged-employee/
  • Services future.com. (n.d.). Why employees aren’t engaged at work and what you can do about it. Retrieved from https://servicefutures.com/why-employees-not-engaged-work-can/
  • Wright, H. (2016, April 13). Employee Recognition: Three Differences Between Engaged and Disengaged Employees. Retrieved from https://www.quantumworkplace.com/future-of-work/employee-recognition-differences-engaged-disengaged-employees/

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