You are on page 1of 15

PREETI SEJWAL

• ENGAGEMENT IS THE PASSION AND ENERGY THE EMPLOYEE FEELS FOR HIS WORK . .• THE TERM ENGAGEMENT WAS COINED BY ‘KAHN’ IN 1990.

EMPLOYEE ENGAGEMENT • THE LEVEL OF COMMITMENT AND INVOLVEMENT AN EMPLOYEE HAS TOWARDS HIS ORGANISATION AND ITS VALUE.COWORKERS AND HIS WORK. . • THE DEGREE TO WHICH HE IS EMOTIONALLY BOUNDED  THE SENSE OF PRIDE THE EMPLOYEE FEELS ABOUT HIS WORK.ORGANISATION AND EMPLOYER. TO HIS/HER ORGANISATION.

: Speak positive of the organization.  STRIVE : Go beyond what is minimally required. .  STAY  SAY : Desire to be a member of the organization.Three S of engagement.

Evolution.  Engagement starts with the feeling of satisfaction. satisfaction commitment engagement Engaged employee want and actually do improve the business results .

Have no productive relationship at work .  NOT ENGAGED: Putting in their time not the energies.Levels of engagement  ENGAGED: Work with passion. Suffer work related stress. Apply 100 % of their brain power on the work.  ACTIVELY DISENGAGED: interfere with others productivity. Feel connected to the organization’s goals. . Takes proactive actions. Morale is sky high.

THREE DIMENSIONS OF EMPLOYEE ENGAGEMENT  PHYSICAL ENGAGEMENT  EMOTIONAL ENGAGEMENT  COGNITIVE ENGAGEMENT .

Recruitment and retention practices do not meet needs of the team.BARRIERS TO EMPLOYEE ENGAGEMENT          Reactive decision making. No career opportunity. Fear faced by employees in interacting with higher authorities. Poor senior management. Lack of leadership development. Rigid communication channels. . Organization goals are not clear to employee. Poor work-life balance.

TWO WAY PROCESS  The employee come to work fully charged up when they just join the organization.  Engaged employee have the following factors(individual)       Loyalty Helping behaviour Positive attitude Individual initiative Self development Interest in work and organization as a whole .

 Making them understand the importance of their work w.EFFORTS OF MANAGEMENT  Providing best training and development opportunity. Promote and recognize desired behavior.r. Help employee to know how they are contributing to growth of organization. Giving best tools to work Providing financial help when they needed. Career growth.  Empowering employee. promotion .t the         organization's vision . Fair treatment Learning environment Conducting workshops for increasing level of motivation.

Robinson et al model of drivers of employee engagement. •T &D AND CAREER •IMMEDIATE MANAGEMENT •PERFORMANCE •COMMUNICATION •EQUAL OPPORTUNITY &FAIR TREATEMENT •PAY & BENEFIT •HEALTH & SAFETY •COOPERATION •JOB SATISFACTION •FAMILY FRIENDLINESS IMPORTANCE FEELING VALUED & INVOLVEMENT ENGAGEMENT .

development Learning and development Pay. Promotion. benefits . respect Opportunity. working hours.PENNA MODEL OF HIERARCHY OF ENGAGEMENT Meaning Increasing engagement Leadership. Trust.

.

.(satisfaction &motivation)  Increased productivity.  Positive organization climate.  Employee retention.  Increased profits.  Advocacy of organization.  Effective communication.IMPORTANCE  Clarification of organization goals.  High customer satisfaction.  Encourages innovative thinking.

Thank You .