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Employee Engagement

Employee Engagement

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Published by Ravi Verma

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Published by: Ravi Verma on Nov 08, 2012
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12/22/2015

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Employee Engagement “The Holy Grail”

Here’s a scene from the movie “Monty Python and The Holy Grail (1975)” King Arthur: “Well, who is your lord?” Dennis’ Mother: “We don’t have a lord.” King Arthur: “What?” Dennis: “I told you, we’re an anarcho-syndicist commune. We take turns to act as a sort of executive officer for the week.” This is a fitting example of Employee Engagement. Employees are an organizations’ biggest strength. They are the source of innovation. They create the products and help customers run their businesses better. William A Kahn (1990) conceptualized Employee Engagement as the ‘harnessing of organizational members’ selves to their work roles. In engagement, people employ and express themselves physically, cognitively, and emotionally during role performances. It has a lot to do with emotions which are fundamentally related to drive bottom line success in a company. There will always be people who never give their best efforts no matter how hard HR and line managers try to engage them. “But for the most part employees want to commit to companies because doing so satisfies a powerful and a basic need in connect with and contribute to something significant”. Research by Gallup organization links a work environment that promotes positive employee engagement with beneficial business outcomes, including reduced employee turnover, greater customer satisfaction, employee productivity, and company profits. Towers Perrin study reveals that high engagement companies (those with the highest average employee engagement scores), had higher 12month change in net income (14% vs. -4%, respectively) and higher 12-month growth in earnings per share of company stock (28% vs. -11%) than low-engagement companies (those with the lowest average employee engagement scores). Thus employee engagement is critical to any organization that seeks to retain valued employees. As organizations globalize and become more dependent on technology in a virtual working environment, there is a greater need to connect and engage with employees to provide them with an organizational ‘identity.’ An example of how to increase employee engagement is to build the trust, the pride in the mission (corporate symbol), and provide opportunities and well being of the employees. By asking staff level employees to step up and give input and take ownership of key areas that affect employee engagement you can actively work to change the culture. Launch organization wide collaborations to initiate and integrate sustainability. Ask employees to come up with ways to address the areas of highest vulnerability. Include employees from staff through leadership levels. Direct employee engagement at innovation rather than competition. Ask them to “Dream Big”, to Brainstorm Solutions and provide them with tools to aid in their Innovation.

Best Buy. Thus one sees that in today’s organizations Employee Engagement is the Most Sought After. electronics retailer. it also is important for driving positive business processes and outcomes. Comparing highly engaged employees with lesser engaged provides some insights into how engagement can affect business outcomes. It is “THE HOLY GRAIL” . Many studies suggest the possibility of creating cost savings to the business by encouraging greater employee engagement.Not only is engagement personally valued and motivating for employees. Best Buy found that stores with even small increases in average employee engagement scores from one year to the next experienced annual sales increases of over $100.000 per store. improvements in level of engagement were associated with improvements in company sales. measured engagement levels in many of its employees and compared the average scores of employees at different stores on several company success metrics. Thus. such as sales revenue.

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