EMPLOYEE

ENGAGEMENT
MIKHA JANE D. MATA
No. 2 issue: Retention and
Engagement
Gallups 2014 research shows that only 13
percent of all employees are highly
engaged, and 26 percent are actively
disengaged.
Glassdoor, a company that allows employees
to rate their employers, reports that only 54
percent of employees recommend their
company as a place to work.
 In the high-technology industry, two-thirds of all workers believe they
could find a better job in less than 60 days if they only took the time to
look.
Eighty percent of organizations believe their employees are overwhelmed
with information and activity at work (21 percent cite the issue as urgent),
yet fewer than 8 percent have programs to deal with the issue.

More than 70 percent of Millennials expect their employers to focus on

societal or mission-driven problems; 70 percent want to be creative at
work; and more than two-thirds believe it is managements job to provide
them with accelerated development opportunities in order for them to stay
 The employee-work contract has changed: People are operating
more like free agents than in the past.

In short, the balance of power has shifted from employer to

employee, forcing business leaders to learn how to build an
organization that engages employees as sensitive, passionate,
creative contributors.
GLOBAL EMPLOYEE ENGAGEMENT
Around the world, the critical business metric of employee
engagement is improving . Aon Hewitts Global Employee
Engagement Index rose from 62% to 65%
Employee Engagement Defined
Employee engagement is defined as the level of an employees psychological
investment in their organization .

It largely means happy and highly satisfied employees who are, involved,
committed, passionate, and enthusiastic at the workplace.

Research has shown that only about 50% of employees self-report that they know
what employee engagement is.
 Employee engagement drives performance by improving retention,
customer loyalty, productivity, safety, and ultimately, profitability.
Engaged employees care about their organization and work to contribute
towards its success. Such employees are less likely to leave for another
job, or take unauthorized leave. They are more likely to work better, faster
and more safely. Importantly, they are also more focused on the customer
experience, ensuring that customers are happy and profits are maximized.
Characteristics of an Engaged
Employee
Mutual Trust: A highly engaged workforce doesnt need directions at each step. They can
perform their jobs with mutual help and trust.

Job and Career Satisfaction: The individual who is satisfied with their career and the way their
career graph is raising prefers to stick to the organization for a very long period of time.
Switching the organizations frequently is not a characteristic of satisfied employee.

Credible Leadership: Employees know how to do it in the best possible manner. They not only
exhibit credible leadership qualities in routine tasks but also come up with innovative ways to
deal with crisis or emergencies.
 Focused and Keen to Take up Challenges: An engaged workforce is entirely
focused and knows what to do and when.

Better Performance: Employee engagement is directly related to better performance.

Employee performance is the only way to measure the engagement, involvement and
dedication of employees towards their jobs.

Problem Solving Attitude: Engaged workforce not only delivers its job
responsibilities but also keeps a problem solving attitude always. A highly engaged
employee displays a sense of belongingness towards the organization and makes
every effort to solve the problems that pose a hindrance in the organization's way of
success
How can we create an organization in todays work
environment that is magnetic and attractive, creates a high
level of performance and passion, and continuously monitors
problems that need to be fixed?
Make Work Irresistible
Companies need to expand their thinking about what engagement means
today, giving managers and leaders specific practices they can adopt, and
holding line leaders accountable.
Companies need tools and methods that measure and capture employee
feedback and sentiment on a real-time, local basis so they can continuously
adjust management practices and the work environment at a local level.
Leaders in business and HR need to raise employee engagement from an HR
program to a core business strategy.
Possible Corporate Intervention
1. Encourage Employees to Speak Up
- keeping an "open-door" policy is essential, and you can help to encourage
your employees further by holding roundtable discussions in which they can
discuss anything that may be on their minds at the moment.
2. Help Your Employees to Get to Know Each Other Better
- You could play office game
3. Serve as a Mentor
- Offer your help. Drop what you're doing and just help!
4. Focus on Collaboration & Working Together
5. Encourage Positive Health & Wellness
7. Clarify Goals and Responsibilities
8. For New Hires, Start on the First Day, Perfect the Onboarding Process
- CEOs and those in managerial positions should make themselves available
when new employees join the team, as this will help to ensure any issues that pop
up are negated as quickly as possible.
9. Be Flexible
- You could allow them to work from home, for example, or take a personal
day if need be
10. Help Employees Move Forward in Their Career and Education
- allowing employees to attend workshops during workday hours, arranging
internships, and more.
Possible Research Topics
How do individual differences relate to employee engagement?
How does employee involvement relate to employee engagement?
What impact does a raise have on increasing employee engagement? Is there a strong
connection between earning more and being more engaged?
Is employee engagement a factor when it comes to safety and workplace accidents?
What role does a company's culture play in employee engagement? Do employees who fit
in with the company's culture and vision feel more engaged?
Does awarding new titles increase employee engagement?
What is the role of personal characteristics in the levels of engagement?
 THANK YOU!
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