“Employee engagement is a workplace approach designed to ensure that employees are committed to their organization’s goals and values, motivated to contribute to organizational success, and are able at the same time to enhance their own sense of well-being.”1 Employee engagement is neither synonymous with employee happiness nor with employee satisfaction. Happiness and satisfaction are outcomes of engagement.
Engaged employees drive the organization forward. Four dimensions define an engaged employee:
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Having realized how valuable engaged employees are, the most obvious question follows:
You let your employee take home some “wow” moments by understanding them, equipping them with skills, nurturing talent, incentivizing initiative, listening to and acting on their feedback, encouraging teamwork, and rewarding top performers.
To bring down the staggering economic impact of disengaged employees, safeguard your investment, reduce attrition, and enjoy a significant competitive advantage, design an effective engagement strategy.
Find ways to increase team performance if you realize your workforce needs help. People are more satisfied in jobs that match their skills sets. Employees need to believe they are making valuable contributions to the business. They want to be recognized and rewarded for their efforts. But, there is no one-size-fits-all strategy.
Opportunities for personal growth can motivate employees like nothing else.
Using relevant, transparent, and fun schemes that are backed by inspiring leadership, effective communication, and incentives can ensure participation and boost morale. As Ian Hutchinson says, “Employee engagement is an investment we make for the privilege of future proofing our organization’s productivity and performance.”
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