"Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees."
The process of fostering a positive work environment and culture in which employees are motivated and committed to their work.
What is Employee Engagement?: An explanation of what the term "Employee Engagement" means and its significance in human resources management.
Benefits of Employee Engagement: Discussion of the benefits of employee engagement, including increased productivity, higher job satisfaction, better employee retention, and lower absenteeism rates.
Building Blocks of Employee Engagement: A detailed description of the factors that contribute to employee engagement such as a supportive work environment, clear job expectations, and opportunities for learning and growth.
The Role of Managers in Employee Engagement: An explanation of managers' responsibilities concerning employee engagement, including providing constructive feedback and recognition, and offering support for high-performing employees.
Measuring Employee Engagement: A guide to the various tools and strategies used to measure employee engagement, such as surveys, focus groups, and one-on-one meetings.
Talent Acquisition and Employee Engagement: An overview of how HR professionals can use the employee engagement concept to attract talent and engage new hires effectively.
Engaging Remote Employees: Strategies for engaging remote workers, including leveraging communication technology, offering training and development opportunities online, and prioritizing socialization.
The Link between Employee Engagement and Customer Satisfaction: A discussion of the connection between employee engagement and customer satisfaction, how engaged employees are more motivated, and more likely to deliver excellent customer service.
Employee Engagement Activities: Examples of employee engagement activities that HR professionals can use to foster engagement in the workplace, such as team-building exercises, employee recognition programs, and wellness programs.
Rewards and Recognition: A discussion of how to use reward and recognition to improve employee engagement, including different types of rewards, such as monetary rewards, non-monetary rewards, and career development opportunities.
Emotional Engagement: This type of engagement involves employees who feel connected to their work emotionally. They feel a strong sense of commitment to the organization and its objectives and are motivated to contribute their best to the organization's vision.
Intellectual Engagement: This type of engagement involves employees who feel stimulated by their work and enjoy learning new skills and increasing their knowledge. These employees thrive when given new projects that challenge their mental abilities and intellectual curiosity.
Behavioral Engagement: This type of engagement involves employees who exhibit behaviors that reflect their commitment to the organization. They show up on time, are dedicated to their work, and go above and beyond to achieve the company's goals.
Social Engagement: This type of engagement involves employees who enjoy the social aspect of work, including building relationships with colleagues, attending social events, and collaborating on projects.
Physical Engagement: This type of engagement involves employees who focus on physical activity and wellness. They may participate in company-sponsored wellness programs or team sports to stay active and healthy.
SpirituaI Engagement: This type of engagement involves employees who seek purpose and meaning in their work beyond material benefits. They prioritize work that aligns with their values and has a positive impact on others.
Innovation Engagement: This type of engagement involves employees engaging in constant improvements and innovative thinking to advance the organization aiming for better, more efficient, and effective ways of doing things.
Cultural Engagement: This type of engagement involves employees embracing the company's culture and values, contributing to a positive and productive work environment. They thrive on workplace camaraderie, open communication, and a supportive leadership structure.
Hierarchical Engagement: This type of engagement involves employees who are motivated by their position within the organization or are moving up the ranks. They enjoy achieving new levels of authority, responsibility, and recognition.
Virtual Engagement: This type of engagement involves employees who work remotely or from a distance. They rely on technology for communication, collaboration, and productivity, and require technological resources to be engaged with the organization.
"An 'engaged employee' is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests."
"An engaged employee has a positive attitude towards the organization and its values."
"A disengaged employee may range from someone doing the bare minimum at work, up to an employee who is actively damaging the company's work output and reputation."
"An organization with 'high' employee engagement might therefore be expected to outperform those with 'low' employee engagement."
"Employee engagement first appeared as a concept in management theory in the 1990s."
"It became widespread in management practice in the 2000s."
"Despite academic critiques, employee engagement practices are well established in the management of human resources and of internal communications."
"Employee engagement today has become synonymous with terms like 'employee experience' and 'employee satisfaction', although satisfaction is a different concept."
"Satisfaction is an employee's attitude about the job--whether they like it or not."
"The relevance is much more due to the vast majority of new generation professionals in the workforce who have a higher propensity to be 'distracted' and 'disengaged' at work."
"A recent survey by StaffConnect suggests that an overwhelming number of enterprise organizations today (74.24%) were planning to improve employee experience in 2018."