An introduction to employee engagement

Employee engagement is the degree to which employees feel passionate about their jobs, are dedicated to the organization, and put changeable purpose into their work. Representative engagement is not the same as their happiness.

Happy employees ensure happy customers. And happy customers ensure happy shareholders—in that order.

Simon Sinek,

Here are three primary employee engagement categories:

  1. Engaged
  2. Not engaged
  3. Actively disengaged

Engaged

The engaged employees are those who act with full passion and are emotionally attached to the company. They are innovative and provide new ideas to move the company forward. 

Such employees are optimistic and spread positivity among coworkers. They personalize the aims and objectives and continuously work for the betterment of the company. Moreover, here are some of their common characteristics:

  • They work with passion
  • Are very motivated and willing to go the additional mile
  • Are focused and keen to take up challenges
  • Have problem-solving attitude

Not Engaged

Here is the category in which most of the employees in the organization fall. These are the ones who seek directions from their superiors and only do the assigned work. Such employees do put in their presence in the tasks but not their passion and energy. Actively unengaged employees can cause disturbance and trouble within the company. Also, even actively engaged employees can experience decreased morale because of their actions. In addition to that, they like to receive only single task instructions at a time and lack attentiveness. More so, these representatives can hold both a negative or a positive view of the organization.

They show no interest in solving problems and making progress. Besides, they often show their lack of commitment through open bust and aggression. Unengaged employees can portray the following behavior:

  • They step-walk through the day.
  • Have zero energy and passion in the work.
  • They put in hours instead of energy
  • They actively undermine coworkers and sabotage projects

Actively disengaged

Here is the third category of employees who are unhappy and resentful and spreads unhappiness in the organization. These employees are severe for the company as they are continuously provoking and convincing the other employees to leave their jobs and move out of the organization. However, these employees last longer in the firm and remove the prospective employees whom they perceive will attain higher positions or move to the next job level shortly. Such employees are prone to display severity in their behaviors while trying to win promotions.

In addition to that, here are some indicators of an actively disengaged employee:

  • Always complain about the tasks
  • Try to demoralize their colleagues
  • Lack of enthusiasm
  • Failure to take responsibility

Why is Employee Engagement So Important?

The expectations of employees have changed. Mobile expert careers are much more popular than “job for lifers.” Recognition of top talent is extra complex than before. A company that delivers an effective employee engagement plan, including a highly qualified workforce, is more likely to retain top performers as we attract new talent. Moreover, successful organizations are value-driven with employee-concentric cultures.

Perhaps, as a supervisor, keeping your employees involved is the biggest challenge you face. It is also a tremendous chance to gain long-term engagement and discretionary efforts from your team. Eventually, these efforts will lead to higher sales and fewer mistakes.

More so, here is more and more convincing data to prove out there that warrants that; developing employee engagement can significantly improve the company’s achievement across various key areas, such as;

  • Profitability
  • Productivity
  • Customer Satisfaction
  • Innovation.
  • Health and Safety
  • Sickness and Absence
  • Turnover and Well-being

Conclusion

However, to achieve all that, your engagement efforts should work with your overall business strategy. Implementing unplanned ideas and activities that will work without monitoring or measuring their result is a waste of time and resources for your company.

Also, read our recent blog to learn “3 Steps To Developing A Successful Employee Motivation Strategy“.

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