EMPLOYEE ENGAGEMENT INTRODUCTION:

Employee Engagement is a workplace approach resulting in the right conditions for all members of an
organization to give their best each day. Employee Engagement is based on trust, integrity, a two-way
commitment and communication between an organization and its members. It is an approach that
increases the chances of business success, contributing to organizational and individual performance,
productivity and well-being.

From an employer's point of view, employee engagement is concerned with using new measures and
initiatives to increase the positive emotional attachment felt and therefore productivity and overall
business success. Engaged employees are perceived to form a part of an organization’s brand and an
engaged, happy workforce can have a knock-on effect on customer retention, recruitment of key talent
and the ability to attract new customers in a world where a company's values are crucial to the
consumers.

Employee engagement involves the following aspects:

 The nature of the job itself.

 Whether the employee feels mentally stimulated.

 The trust and communication between the employees and the management.

 The ability of an employee to see how their own work contributes to the overall company
performance.

 The opportunity of growth within the organization.

Employee engagement types:

Employee Engagement refers to the emotional attachment an employee has with the organization. An
employee is said to be highly engaged, if he is fully absorbed or encouraged to perform his task beyond
what typically is expected in his job role.

An Employee engagement is not an exact science. At the core of employee engagement are some
values. These values determine the why, how and what of that company. Not all employees in an
organization utilize their full potential. There may be many reasons responsible for the same. They may
not associate with the goal of the company, they may have problem with their team, the boss or the
subordinate or it may be a general problem of attitude.

An organization is a collection of a large number of individuals striving towards the accomplishment of a

common objective. Ideally, every employee must work to their full potential to further the
organization’s reputation and interests, but however this is not the case in most of the companies.
Based on the level of commitment, the employees can be classified into the following three categories:

1.Actively Disengaged Employees: This is the first category of employees, who are unhappy and spreads
unhappiness in the organization. Such employees are bad for the organization since they are always
provoking and convincing the other employees to leave their jobs and move out of the organization.

2. Engaged Employees: The engaged employees are those who work with full passion and are
emotionally attached to the organization. They are innovative and provide new ideas to move the
organization forward. Such employees are optimistic and spread positivity among the co-workers. They
personalize the goals and objectives and always work for the betterment of the organization.

3. Not Engaged Employees: This is the category in which majority of the employees in the organization
fall. These are the ones who seek directions from their superior and do only that work which has been
asked for. Such employees do put in their time, but not passion and energy into their work. They like to
receive only one instruction at a time and lacks innovativeness. These employees can hold either a
negative or positive attitude towards the organization. These employees can be difficult to identify
because they are often relatively happy and satisfied in their role. However, they do the bare minimum
and are not invested in the company’s mission, vision, values or goals. They are less likely to be customer-
focused and are not concerned about productivity or company profitability. These team members are both
a threat and great opportunity – because with the proper approach, they can be transformed into engaged
employees that thrive in the organization.

Process of Employee Engagement:

The process of Employee Engagement into the following five categories −

Prepare and Design

The first step in the process is about discovering the specific requirements of your organization
and deciding the priorities. After that, a customized design of carrying the whole process can
be designed. It is recommended to seek advice of an expert management consultant to
increase the chances of getting it done right at the first attempt.

Employee Engagement Survey

Design the questions of the employee engagement survey and deploy it with the help of an
appropriate media. It can be either in printed form or set online depending on the comfort level
of the employees and your questionnaire evaluation process.

Result Analysis

It is the most important step in the entire process. It is the time when reports are to be analyzed
to find out what exactly motivates employees to perform their best and what disengages and
compels them to leave the organization. The results and information can then be delivered
through presentations.

Action Planning

‘How to turn the results of the survey into an action’ is a challenging question that organizations
need to deal with utmost care. Coaching of line managers as well as HR professionals is very
important to tell them how to take appropriate actions to engage employees. They should also
be told about the do’s and don’ts, so that they can successfully implement the changes.

Action Follow-up

Action follow up is necessary in order to find out if the action has been taken in the right
direction or not and if it is producing the desired results.
Communication and project management processes are the backbone of the entire Employee
Engagement Process. Communication involves plan follow-up, providing timely information and
involvement of each level of organizational hierarchy.
OUTCOMES OF EMPLOYEE ENGAGEMENT:

1.     Understand performance objectives – When having a discussion about the

importance of engagement, business performance has to be central to the conversation. Trust me.
Executives aren’t looking for simply happy employees. For them, engagement is about enabling their
people to deliver their goals. That’s why making employees aware of the business plan,goals and
metrics is extremely important.
2.     Clearly identify actions – Once employees understand the business goals at a high
level, they also need to understand what they need to do to help the organization get there. When
helping identify actions, even at a program level, we like to help you clearly define participation
goals.
3.     Live the brand – The brand is more than a logo and tagline. It is who we are and how
we deliver. Employees who are engaged understand brand elements – mission, vision, values,
ethics, visual identity, voice and unique value propositions – and strive to demonstrate the brand
in all their work and interactions.
4.     Believe in the cause – Many organizations have worked on defining their purpose. It’s
the reason they exist. It’s their contribution to society. Great organizations tell their stories and
their employees stories in a compelling way that their people want to follow.
5.     Connect the dots – Employees who are engaged can easily connect the dots from
actions to behaviors; strategy to tactics; vision to product or service. But let’s be clear. This
connection does not happen by accident regular basis. When dots are not connected or seem
disconnected, the risk is a lack of trust.
6.     Get recognized right – I always talk about the importance of recognition as part of an
engagement strategy. The key however, is to make sure that you are recognizing the right
behaviour.
7.     Can see progress – Many have heard me talk with disdain for launch-and-leave
programs. Many companies and leaders feel like once is enough. it’s important that employees
can see that the organization is headed in the right direction, or if it isn’t, understand why or what
they need to do to change the results before it’s too late.
8.     Proud of the past – Every company I have worked for or with was really proud of
where it came from. I loved hearing about company history and often rags-to-riches stories. I
always say that every corporation once started out with a dream by an individual or group of the
difference they could make in the world.
9.     Fight for the future – Engaged employees are inspired by the vision and direction of
an organization. It is human nature to want to be part of a winning team or even one that wants to
win. By sharing environmental and competitive pressures with employees, they understand that
extra effort will be required to fight.
10. Make a difference everyday – Engaged employees and leaders realize the impact of
their every-day actions and interactions. Many of us focus on the big goals and the big results,
but translating this information into every-day contributions help employees realize the role they
play and the value of that role.

Ways to achieve employee engagement:

There are 3 ways to engage with employees, each of which has its own strengths.
 Informative Engagement − One-way information.
 Reciprocal Engagement − Two-way information.
 Dynamic Engagement − Real-time and intelligent use of information.
Informative Engagement
This is naturally the most traditional method, being the one-way information about
company benefits and the present/future situations for employees.
This is done through –

 Paper documents
 Electronic documents
 Verbal education

Reciprocal Engagement
This is a natural environment for companies that genuinely mean well for their staff.
Most of the profitable companies are in this zone as they want to retain their staff and
will ensure they provide enough conversation and open-door policies for all aspects of
employment to feel they’re providing a positive workplace.

Dynamic Engagement
An excellent manager will primarily have leadership attributes that they instinctively
want to pass on to their staff. Once those staff have progressed within the company,
they will provide the same leadership to their teams and so on as the company grows
through time.
 Supply the Right Tools.
 Give Individual Attention.
 Provide Training and Coaching.
 Listen to Employees.
 Recognize Proudly and Loudly.
 Commitment.
 Motivation.
 Loyalty
 Trust.
Talent development:
Talent Development, or My Talent, is a set of integrated organizational HR processes designed
to attract, develop, motivate, and retain productive, engaged employees. The goal of talent
development is to create a high-performance, sustainable organization that meets its strategic
and operational goals and objectives.  It can also include on-the-job learning, mentoring,
coaching, e-learning, self-learning.

The term refers to the talent development efforts that foster learning, employee
engagement, talent management, and employee development to drive organizational
performance, productivity, and results. To some, talent development is an important
tool for unleashing human potential. 
Talent development is also a profession—an occupation filled with skilled and
passionate individuals that involve training and formal qualifications. 
Talent development focuses on how to develop employee skills and competencies.Talent
development is a business strategy that companies implement to retain their top talented
employees.
Needs of talent development:

1. Talent Development Engages And Motivates People

2. You’ll Keep Top Talent For Longer

3. It Helps You Close Skill Gaps

4. It Drives Better Customer Experiences

5. It Creates Career Opportunities

6. increases productivity and performance

Through talent development, employees understand their roles and have the skills and
tools they need. This helps them commit fewer errors and be more productive. Relevant
training also increases employee engagement, which enhances their
performance.Learning and Development plans in place.

Talent development analysis:

Knowledge Management – Introduction

Knowledge management is the process of creating, identifying, and managing knowledge of an
organization and structuring it for effective and efficient usage by employees and teams. Organizational
knowledge includes information, such as revenue expansion strategies, recruitment best practices,
winning bids to special employee skills in certain tasks, internal IT disciplines, and legal team strategies,
among others. 

Knowledge management is the systematic management of an organization's

knowledge assets for creating value and meeting tactical & strategic requirements. It
consists of the initiatives, processes, strategies, and systems that sustain and enhance
the storage, assessment, sharing, refinement, and creation of knowledge.
Each enterprise should define knowledge management in terms of its own business
objectives. Knowledge management is all about applying knowledge in new, previously
overburdened or novel situations.

Knowledge Management is a Continuous Cycle

Knowledge management is currently seen as a continuous cycle of three processes,
namely −

 Knowledge creation and improvement

 Knowledge distribution and circulation
 Knowledge addition and application
Knowledge management expresses a deliberate, systematic and synchronized
approach to ensure the full utilization of the company’s knowledge base, paired with
the potential of individual skills, competencies, thoughts, innovations, and ideas to
create a more efficient and effective company.
In simple words, knowledge management incorporates both holding and storing of the
knowledge perspective, with respect to the intellectual assets.