Why does employee engagement matter?
What is employee engagement, and what role does it play for a business?
by Polina Kuchkina
The concept of employee engagement defines the level of willingness and commitment a worker feels toward their job. Engaged employees care about their work and company general performance, feeling that their efforts make a difference.
However, it is a mistake to think of employee engagement as equivalent to job satisfaction. Involvement and satisfaction may overlap at some point. However, there are differences in how the two states display.
Involved vs satisfied
Involved employees mention that they feel focused and intensely interested in their job tasks. They are enthusiastic and have a sense of urgency. Engaged behavior is proactive and adaptive. This allows workers to develop their professional merits and expand their work activities as needed. Such employees may go beyond job descriptions if they feel that doing so will help accomplish the task better.
While engaged employees are more concentrated on their tasks and feel a sense of urgency, satisfied employees feel themselves at more ease and do not go beyond their set assignments.
The level of employee satisfaction with their work is often associated with factors that are more related to the organization itself, such as salary. On the contrary, levels of engagement are mostly related directly to the job itself performed by the employee.
According to the Society for Human Resource Management (SHRM), one of the trending business strategies now became the employee engagement concept. Besides the direct effect on employee overall performance and productivity, workers’ engagement also affects customer satisfaction and company reputation.
Even though employee engagement shows a significant value for the company’s performance, it is difficult to create and maintain the needed level of involvement in reality.
SHRM reports that one-third of American workers are actively engaged in their jobs. The most popular response is “just showing up.” Moreover, 17 percent of workers describe themselves as “actively disengaged”. The statistics show that there is a need for employers to find a way to activate employees engagement.
Strategies for employee engagement
There are several ways to motivate worker involvement in the working process. For example, clearly stated expectations, different bonuses and promotions for outstanding performance, and regular feedback.
One of the key points in any strategy to promote employee engagement is organizing the working process and communication. It is important for employees to feel valued and see that employers hear and understand their ideas. Thus, communication is a significant aspect of creating and maintaining employee engagement.
For the past five years, more and more companies approach their HR department to create an agenda for employee engagement and involvement. Most managers nowadays understand that employee engagement directly impacts a company’s profitability and overall performance.