Employee Engagement - Is It Optional?

Copyright (c) 2012 Joe Maldonado

When it comes to Human Capital, the most spoken topic is the "Employee Engagement". There are some interesting facts about employee engagement which are summarized below:

- Studies reveal that for teams which are highly engaged, the EPS (Earning Per Share) is higher by 32%

- Studies reveal that with highly engaged teams the compound growth is 263% higher.

- The highly engaged teams are profitable than other teams by at least two times.

- The teams which are highly engaged are thrice more likely to reach their targets.

So, the question here is, "what is employee engagement?" Employee engagement can be defined as the extent of commitment of the employees for someone or something. Engagement is defined more clearly as your ability to get hold of your employees' desires of contributing, the desire to give an extra effort which is beyond the minimal job requirements. If you have the opinion that your employees are happy and hence, the company is doing great, you are wrong! Extensive studies have found out that there is no direct correlation between satisfied and happy employees and business performance. However, it has been found that a business performs better with engaged employees. So, engagement is basically a measure of the employee commitment towards achieving team objectives and goals. So, the more engaged the team becomes, the better the company performs and greater is the profitability.

Despite the fact that there is no universal or formal definition of employee engagement, many organizations do hold the same view that employee engagement is about a positive workplace where the employees:

- Plan to stick with the company.

- Do not hesitate to recommend the organization to other people.

- Exceed the boundaries of their normal duties to help the organization succeed.

- Feel proud to be a part of the organization.

When does engagement fail? There are many reasons for this and the main reason being the team managers. Employees do not engage when:

- Managers fail to assess whether the employee chosen will be a good fit for the job role.

- Managers bad mouth their employees behind them.

- They accept bad behavior from the employees.

- When they do not treat the employees with dignity and respect.

- Treat the employees as machines without providing the time refill their energy.

- Foster internal competition without motivating the staff for competing in marketplace.

- Fail to celebrate any success.

So, in order to have an employee engagement, here are the few things which are essential:

- The employee needs to fit in. The employee must be liked by and must like the coworkers and feel as if he or she is actually contributing something of high significance to the company as a whole.

- Managers must not be boss. They must be leaders who know how to motivate their team and bring the best out of them. So, managers need to go for leadership training.

- Employees must be recognized and praised for their performance and this helps to retain the employees and their morale increases which increases their engagement!

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