A 2011 study published in the Journal of Applied Psychology has found conclusively those investments in the superior human capital generates better performance by the company. This should also answer the question to WHY employee engagement is needed, but it does not answer the question of HOW.
Employees also have to feel that the work they are doing is totally worthwhile, and that they are making an actual difference. Involved employees are more likely to give 110 percent, with energy and enthusiasm beyond the basic requirements of their jobs.
An office (department or organization) with the apathetic or the unmotivated employees will soon see results, from the lack of efficiency to an overall negative experience for the clients and customers. Employee engagement components are of utmost important.
According to a 2009 study by the CareerBuilder.com, over 40 percent of U.S. workers reported difficulty in staying motivated at the work. There are several explanations why the employees lack the passion to do their jobs, and the managers often do not have a hint (or are mistaken) of what exactly is causing the worker apathy.
Companies with the high employee involvement and engagement did not find some ancient, magical workplace secret. They just simply figured out how to start the corporate culture that promotes the engaged employees.
The leading companies place a very high value on the leadership and their role in communicating, developing as well as fulfilling the employee expectations.
How can a company actually improve employee engagement, and make a positive corporate culture?
A definite vision of purpose along with the values is the first step in the process of employee engagement. This vision must come from the top down, and the leadership is solely responsible as the primary source of the discussion about this vision. However, the role is for C-level management alone. Every employee must be well-versed in the vision statement, and clearly explain why the company actually does what it does. Give workers an emotional investment in their overall mission of the company; loyalty and ultimately the productivity will result.
Communication is the heart as well as the soul of engagement-without it; the seeds of failure will surely grow. If a company usually expects an employee to actually devote the time and energy to a common cause, keeping them in the dark is certainly not the way to go. People crave for dependable knowledge-about the financial health of the company, and the progress in reaching goals and how their contribution is going to help achieve corporate objectives.
Another helpful piece of reading material is the SHRM’s Employee Engagement Research Overview Report. Just click on the button to download the report.
(This post first appeared in a ProfEd blog)
By Ethan W