While there is a lot of research on employee engagement, there is a great deal of confusion in the business and psychological literature on what engagement is. Many consultants have their own research showing the relationship between engagement and performance, and most consultants have their own engagement model.
Despite the misleading literature and various definitions of employee involvement (more on this later), the survey is fairly consistent in that it is good to involve employees. Here are some highlights of the study:
Highly Engaged Employees … o Twice as likely to perform best as low Engagement Employees. o They lose 20% less working days. o Approximately 75% of them are above or far above expectations in the latest performance assessments. o Tends to be more supportive of organizational change initiatives and is more resilient to change. (Management of performance through continuous involvement USA 2008/2009 Watson Wyatt Survey Report)
Or sales are 51% less
Or 27% less absent
Or increase productivity by 18%
Or 12% higher profitability
(Gallup Management Group 2008)
So what exactly is employee involvement? There is a lot of confusion and little consensus on what the concept of compromise means. Different organizations have different definitions of employee involvement. Some equate a commitment to work satisfaction, while others talk about an emotional commitment to a person’s work or organization. Others use the idea of discretionary effort as an indication that a person is engaged. There is no general agreement between the consultant and the commentator. This is the choice that suggests the most common definition. Visit:- https://boyfriend-navi.com/
o Engagement represents the energy, effort and initiative that employees bring to work (Harvard Business Review)
o Psychology of how each employee connects with customers and organizations (Gallup)
o Staff commitment and the sense that they belong to the organization. (Huit)
o Employee commitment to the organization and motivation to contribute to the success of the organization. (Mercer)
o “Discretionary Effort” Employment Efforts … Beyond Meeting Minimum Postal Standards. (Hey)
The term employee engagement is relatively new and is a confusing area because of its ambiguous definition, except that it has been criticized by some for the latest HR epidemic. It’s no wonder that those who are supposed to be responsible for employee involvement often find it difficult to understand what their job is, not to mention what they need to accomplish. .. The fact is that this is a very complex area, as many different variables determine if someone is involved. These variables include non-individual factors such as managers, organizational culture, and payroll and compensation systems. It also includes internal factors such as people’s personality types, their values, and the implications they give to their work.
From the experience of working with people in an organization over the last 20 years, we realize that the most devoted people are those who have the same values as the organization, the people they work with, and the work they do and the values they do. I did. The most enthusiastic are also those who find their personal meaning in their work and are in tune with the goals of the organization.