Unlocking business success through employee engagement

 

Today, with the fast-pace business landscape, employee engagement is one of the defining factors for success. Engagement is also known as emotional commitment. An engaged employee finds their job not only fulfilling and satisfying in the obvious outer sense of those terms, but also gives them a powerful sense of inner meaning. Anything less than energetic performance from him today will raise questions and doubts about tomorrow 's good work too. A wise old worker once put this as the recipe for success when he said, "Do your job well--beyond that nothing else.' This means that in any organization needing real innovation today it becomes imperative all employees are seen as Innovative contributors ' irrespective of their official positions.

What makes someone engaged?

Employee engagement is not just about being satisfied in the job. It is a comprehensive emotional commitment to organization - an employee will go well beyond what is required of them during any given moment and strive on its behalf as if this too were really part and parcel one's own enterprise. As Daniel Pink writes in Drive: The Surprising Truth About What Motivates Us, committed employees are attracted to work because they find intrinsic satisfaction in tasks they cannot handle competently and wish for success. They yearn for autonomy and meaning-all reasons feel engaged, alive and useful (Pink 2009). This kind of motivation creates an atmosphere at work where employees not only perform tasks efficiently they proactively embrace issues surrounding company objectives.

Benefits of Engagement to Business Performance

Increased Productivity

Engaged employees are more productive. Pink (2009) says that intrinsic motivation leads people to contribute three additional hours every day at what they do, than standing orders because if staff feel valued and  trusted.  They will go beyond the bounds of their job description. Gallup's research backs this up: organisations with high levels of employee engagement see productivity rise by 21% (Gallup 2017). Engaged workers take initiative, solve problems creatively and ultimately produce better results.

High engagement leads to low staff turnover and thus to fewer associated hiring, training or personnel-related expenses (Sullivan 2003).Patrick Lencioni puts it bluntly in The Truth About Employee Engagement: people who have fun at their job will stay longer with a company and thus reduce hiring and training costs (Lencioni 2015).For businesses with engaged workforces, the turnover rate is about 59% lower than average, meaning that they enjoy greater continuity and stability (Gallup 2017).

One of the keys to engaging employees in their work is to give employees the tools they need, as opposed to management doing it for them. Combined with engaging Employee Relationship Development training (ERD), this can help foster an engaged workforce maintaining that culture is harvesting more than just grass they're harvesting high returns.

As John A. Goodman argues in High-Profit Strategies in the Age of Techno Service, customer satisfaction has a major impact on employee engagement (Goodman 2014).Such services will automatically be at a higher standard, and therefore more marketable, than those provided by indifferent staff; engaged employees produce results. The entire customer experience is made so much better. With these committed employees you get a more enjoyable shopping environment, for example, or welcoming smiles when you ask a for personal service of any kind.

Creating Engagement

There are many strategies to foster more employee engagement and get everyone on board:

Career Development: Fees for professional education are quite high. especially when compared with such regular expenses as production.

Recognition and Rewards:

Regular recognition of employee achievements, together with regular rewards for above-and-beyond-the-call-of-duty effort--demonstrating The Powers of Attainment--can raise spirits and thus motivation.

Companies included in the 100 (global) best list are those that achieve outstanding business performance and long term successes. By offering staff career development, reward and a harmonious corporate culture, producing large quantities thus reduces labor-turnover. One can serve clients from home; but what matters most is raising product appeal in the consumer market. In the not so distant past, gaining access to customer satisfaction meant adopting such practices as those described below; today however, it has already been achieved in practical terms. Consequently, there has now emerged a new common language that even somebody not engaged in marketing can understand. A break with tradition. Investment in employee engagement not only meets strategic objectives but has also become necessary for ensuring long-term organizational success. It helps companies stay competitive in the market for an extended time.

References

Gallup. (2017). State of the Global Workplace: Employee Engagement Insights for Business Leaders. Gallup.

Goodman, J. A. (2014). The Customer Experience 3.0: High-Profit Strategies in the Age of Techno Service. AMACOM.

Kruse, K. (2012). Employee Engagement 2.0: How to Create a Workplace That Engages and Motivates Your People. Wiley.

Lencioni, P. (2015). The Truth About Employee Engagement: A Fable About Addressing the Three Root Causes of Job Misery. Jossey-Bass.

Pink, D. H. (2009). Drive: The Surprising Truth About What Motivates Us. Riverhead Books.