To Employee satisfaction Employee engagement plays an important role in every organization. In fact, employees involved are up to 43% more productive. In addition, these employees are more loyal, so they will leave the organisation less quickly and think more than the average employee. Thanks to involvement among employees, the competitive edge of organizations can grow.
Definition Employees Involvement
An employee involved exhibits positive behaviour with regard to the organisation and its values. This commitment greatly determines the motivation, enthusiasm, pride and emotional bonding of employees. As a result, employees involved will take an extra step earlier when necessary. This shows that the employees concerned are better aware of the context of the organisation and collaborate with colleagues to improve individual performance, in favour of the organisation. This ensures higher productivity and less unwanted Staff turnover.
Factors for engagement
As shown above, higher employees have a commitment to better performance. So how can this involvement be best promoted? Below are the main factors:
1. Perception of interest activities
When employees see that their work content and organization have impact on the environment this will lead to higher Involvement. That is why it is important for employees to maintain a good relationship with the final product that is being established.
2. Expectations function
Without clear objective or right resources, employees are more focused on "surviving" than they look at the added value in the organization.
3. Development possibilities
Both at the individual and department level, the perception of influence on improvement is important. When these decisions are taken outside employees, the involvement of employees will decrease.
4. Feedback and dialogue
Employees sometimes simply want to hear that they have done something good. Sometimes this is not tangible and therefore is a compliment as "thank, looks good!" important.
5. Inspiring Leadership
Without clear values or a vision it is very difficult to involve employees in the organisational interest.
Obviously, behavioural change is sometimes needed to Involvement To create, and that takes time. Often this change is about communication between departments and employees. Sometimes managers are not aware that they forget to give a compliment or to enter into dialogue. Awareness is therefore perhaps even more important than the actual Involvement itself.
Bockerman, Petri; Ilmakunnas, Pekka (2012). "The Job Satisfaction-Productivity Nexus: A Study Using matched Survey and register Data". Industrial and Labor Relations Review. 65 (2): 244 – 262.
Crim, then; Gerard H. SEIJTS (2006). "What engages employees the Most or, the Ten Cs of employee Engagement". Ivey Business Journal. Retrieved 2013-01-24.
Lockwood, Nancy R. "Leveraging Employee Engagement for competitive Advantage: HR's Strategic Role." HRMagazine Mar. 2007:1-11.
7 September 2016