1. What is Employee engagement?
Employee engagement – employee engagement, simply understood as an employee's level of enthusiasm and dedication to their job and organization. An engaged employee perceives his or her existence in the organization as meaningful and that their efforts make a difference. Cohesion is the driving force that motivates them to do their best for their work and to be dedicated to the organization.
2. Misunderstandings about Employee Engagement
Many managers are so focused on improving employee satisfaction with their jobs that they don't realize that this doesn't help them stay engaged with the organization. Satisfaction is a short-term state and can change rapidly depending on the circumstances. It says nothing about how invested an employee is in the company, nor how hard they are working towards the mission of the organization.
For example, an employee may feel satisfied with a raise but then quickly fall into a state of rest because they just need to work with the same productivity and still earn the expected salary. In fact, compensation is not the core motivation that motivates them to work every day.
The introduction of policies and rewards to help employees be satisfied with their work will create a "safe zone" for employees, making them content with what they have and "stay where they are". As a result, satisfaction not only doesn't improve productivity, but it also slows the business down.
In contrast, Employee Engagement is built on a voluntary spirit, rooted in the employees' passion and responsibility for their work. Employee engagement is a deep and lasting connection to the organization.
3. The role of Employee engagement for companies
Talent-focused businesses all believe that people are the biggest lever for company success. A survey by the Harvard Business Review found that 92% of executives believe engaged employees are more productive, and companies with high employee engagement grow by 10 percent. %. This is just one of many employee engagement statistics that demonstrate the value of employee engagement in an organization. Practice shows that Employee engagement plays an important role in organizational development with the following benefits:
3.1. Improve employee productivity
Gallup research shows that engaged employees are 17% more productive than their peers. This productivity stems from a passion for work, a sense of constant effort to improve results to contribute value to the organization.
3.2. Reduce job hopping rate
Employee engagement plays an important role in retaining good employees. Engagement creates a deep relationship between employees and the organization when they realize their potential for growth and are recognized for their contributions to the company. Many organizations develop attractive human resource policies that help employees stay more engaged with the business, thereby reducing the rate of job hopping.
3.3. Increase customer satisfaction
Employee engagement has a strong impact on the ability to serve customers. When employees invest in their work, they will be more enthusiastic and take care of their customers, thereby building a close relationship with customers and increasing the customer experience.
3.4. Less absenteeism
With engaged employees, companies can reduce absenteeism and layoffs. Because these employees are committed to the mission of the business, they always have the spirit, responsibility for work and express themselves in the best way. Some large organizations have achieved a lot of success thanks to the strategy to reduce the turnover rate of personnel refer to: What is Turnover Rate? How to reduce Turnover Rate in company.
3.5. Better employee health
Engagement has a positive impact on both the physical and mental well-being of employees. An employee who is aware of the value and meaning of his work will always keep his body healthy, full of energy to work hard. Surveys show that employees who are engaged in their jobs are less likely to be obese and have chronic diseases, eat healthier, and exercise more often.
4. Employee engagement levels
4 levels of Employee Engagement
- Highly engaged employees – Highly engaged employees are those who give their best and stay with the organization for a long time. When employees feel connected to their colleagues and love their work, they will want to stay and put more effort into helping the organization succeed. They can even encourage and motivate other employees to work.
- Moderately Engaged Employees – These are employees who are moderately engaged with the organization. They like their company but have not fully integrated into the working environment. These employees are capable of performing the work within their responsibilities, but they will not have breakthroughs or creative ideas.
- Disengaged employees – Disengaged employees often feel lethargic about their workplace. They lack motivation and put in minimal effort to achieve their goals.
- Disengaged employees – These are people who feel unfit for the organization and are at high risk of leaving. They lack commitment to the organization and their work, leading to low work performance, maybe even neglect, not completing work.
5. Methods to evaluate the effectiveness of Employee engagement activities in the enterprise
5.1. Using eNPS (Employee Net Promoter Scores)
eNPS is an indicator of employee engagement. This is the easiest method to implement to evaluate the effectiveness of Employee engagement activities in the business. With this index, managers will survey employees with a single question: “On a scale of 1 to 10, would you be willing to recommend your company as an ideal place to work with friends and acquaintances?”
After collecting feedback, businesses will determine which level of Employee engagement is in the 3 levels below:
Group from 9 to 10 points: Employees who are extremely loyal and committed to the organization, always trying to convey the positive aspects of the organization to everyone.
Group of 7 - 8: These employees are moderately engaged, but they are likely to leave the organization if a better offer is offered. They are passive people, straddling the line in favor of and against business.
Group from 0 to 6 points: These are detractors, do not have high cohesion and spread negative information about the organization by word of mouth.
5.2. Employee interview
Companies can conduct employee interviews to measure their engagement through group interviews or one-on-one interviews. Through these conversations, managers can better understand the problems and difficulties they face at work and how they feel about company policies. Note that when conducting the interview, it is necessary to create a comfortable atmosphere, ready to listen so that employees can open their hearts to share.
The conduct of these interviews can be incorporated in the internal training plan. Besides, you can also apply the BMTI personality test to get the most complete aspects of candidate evaluation.
5.3. Employee lifecycle survey
Employee lifecycle surveys help you understand what's happening at key points in the employee journey. This allows leaders to optimize the employee experience and retain them – no matter where they are in their tenure.
Entry stage: How do new entrants perceive the environment and corporate culture? What are their prospects for the future?
Working stage: What makes employees stay and work for the business? What might make them leave? What can businesses do to prevent that?
Leaving Stage: Why do employees leave the business? How is this likely to impact the rest of us?
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