INSIGHT: About Workplace Engagement

The term employee engagement relates to employees who care about their work, are committed to their organizations goals and values and put discretionary effort into their work.

An engaged employee isn’t just happy or content, they are motivated to contribute to organizational success, with an enhanced sense of their own well-being. In contrast, a disengaged employee may be someone going through the motions without a hint of enthusiasm and are not poised to put in extra effort for success. They could also be actively damaging the company’s work output and reputation.

Read on tips to improve employee engagement in the workplace

An organization with “high” employee engagement is associated with better business outcomes and is linked to higher customer satisfaction.

Employee engagement is not synonymous with employee satisfaction. This is because the later does not address the level of motivation and emotional commitment. A satisfied employee is not necessarily productive, they may just be content collecting a pay check while doing as little work as possible.

The relevance of workplace engagement is seen in the overall performance of the company. It is vital when it comes to growth and innovation, and leads to better decision-making.

Drivers of engagement

Some of the engagement drivers include:

Employee support and empowerment– employees need access to the resources and tools required for them to meet their goals. Furthermore, this leads to them excelling in their roles.
Employee role clarity– Do employees understand their day to day tasks and responsibilities? When employees have a clear understanding of their roles, they are bound to be productive. Productivity is an essential precursor of a company’s performance.
Career growth opportunities / professional development– Engaged employees are driven to learn and develop their skills because they are constantly being challenged with opportunities to elevate their careers and quality of work.
Quality relationships with superiors and subordinates– This engagement driver encompasses the relationship between managers and their employees. A good relationship builds respect, fairness, trust and credibility.
Employee recognition, perks and benefits– Employees are more likely to be engaged in their work if they are appreciated and celebrated for their wins. Furthermore, the right blend of perks and benefits allows employees to create the ideal work environment.
Well-defined values of the organization– Inspiration is derived from having clear values and a business purpose. Employees are said to be more engaged with work when they understand why a business exists, beyond making a profit.
Effective communication and feedback– These helps employees to understand whether or not they are meeting expectations and they are provided with guidance and direction in their respective roles.