Be happier, Stay longer..

people who fit the company culture as they will be happier, stay longer,

"Employee Engagement"

 People are essential to the success of any business. The performance of employees can be a liability or asset to a company. As an HR professional, you will play a pivotal role in how successful your company is. Good Human Resource Management (HRM) is essential for businesses of all sizes.

if you hire people into a business, you are looking for people who fit the company culture as they will be happier, stay longer, and be more productive than people who won’t fit into the company culture.

Another example is engagement. Engaged employees are more productive, deliver higher quality work and make customers happier. This means that if we can find ways to make employees more engaged, we help the company.

• Employee engagement: Help drive employee engagement by creating and maintaining a positive and growth oriented work environment for employees where open communication is encouraged and modeled.
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  What is the meaning of employee engagement?'

• The Harvard Business Review defines employee engagement as 'employees' desire to come to work, understand their job, and understand how their effort contributes to the organization's success'.
  Employee engagement refers to a worker's interest and dedication to their job. Employees who are passionate about their jobs are more productive and less likely to leave for a better opportunity. The key to enhancing engagement is to take care of your workers' needs, which includes offering better opportunities for growth and development, creating clear goals, and allowing them to have freedom over their work.

• What is the significance of employee engagement?'

  How engaged an employee feels in a firm is related to their involvement in their position and how they connect with the firm as a whole. Aside from contributing to the culture of your company, engaged workers contribute to increased profitability and productivity, better customer service and team cooperation, and an increase in retention and recruiting for the company.

• If a person is proud of their work and the firm they represent, they will do well on any measure of engagement. Take those feelings of pride and commitment and distribute them throughout the firm. As the workforce becomes more engaged, improvements in performance and productivity will multiply, having a measurable beneficial influence on company profits.
  An organization that supports and encourages employee engagement will do better in the long run. However, this is only one motivation to cultivate engaged employees.

  • Investing more time in employee engagement can help the employee stay longer. This increases employee retention and reduces employee turnover expenses.
    
    Employees who are disengaged and disinterested may leave easily and frequently. Even if your employees aren't seeking a new job, that doesn't always mean that they won't take a better offer.
    

     Employee engagement increases employee satisfaction and happiness

    Employees must be satisfied with their work or else their interest and enthusiasm will wane soon enough. Employees that are highly engaged are satisfied with their efforts and effect. They have a connection between their work and the company for which they work. This leads to increased happiness, which benefits business morale, productivity, and so on.

     Employee engagement creates better customer service

    At some point in time, we've all had a negative experience with a customer support representative that ended with an exchange of harsh words and the phone hung up in frustration. In such a case, you are already aware of how employee engagement affects the service experience. Unpleasant circumstances like this one are the direct outcome of policies that put numbers before people, generating incentives for staff to focus on getting callers off the phone rather than providing satisfaction.

    
    
    
    
    Good customer service and customer satisfaction are critical components of any successful organization. After all, most businesses rely on acquiring and retaining consumers.

   boost your employee engagement strategy. The more you ask for their feedback, the more they will feel valued, connected, and respected. They will feel like they are a vital part of the organization and that their opinions and voice matter just as much.

•  Employee engagement creates a sense of loyalty

  
  

What Are the Drivers of Employee Engagement?

Engagement initiatives in the following areas, spanning the entire employee lifecycle, can prevent the attrition of high-value and high-potential employees. Earlier, presentations and other handouts did the trick in communicating with employees and trying to engage them. This has now changed, with employees needing much more than just one-way communication to be engaged. Here are the eight drivers of employee engagement.

1. Seamless onboarding

Employee engagement truly begins when the employee is recruited and begins the onboarding process. However, even before being hired, a candidate gets a glimpse of the organization’s communication

02.Positive work culture

Work culture is a broad term, but specific factors contribute to keeping employees engaged.

3. Access to productivity and time management tools

A slew of unplanned activities, meetings, and workplace distractions can reduce the overall productive time in a day for an employee. Time management is an inherent skill, but in a dynamic work environment, even the most efficient employees need time management tools. Supporting time management can directly result in improved productivity.

4. Learning and development opportunities

Organizations that provide structured learning and development opportunities to their employees notice higher levels of engagement. This visible interest in employee growth elicits a feeling of reciprocation from employees – they are more likely to be interested in the organization’s growth.

5. Effective leadership and succession planning

Employees are more likely to demonstrate the traits of engagement when they are made aware of the growth opportunities that lie in store for them. Closely tied to learning and development, leadership and succession planning is a key driver of engagement, especially among the millennial and younger workforce. In this area, HR teams and leaders of the organizations work together to identify key positions to be filled and the available talent to fill these positions.

6. Workplace wellness initiatives

Stress is a more common problem in the workplace than is visible. Combined with the physical inactivity of most office jobs, a cocktail of health issues emerges that can easily be attributed to the workplace. Workplace wellness initiatives can go a long way in showing employees that

7. Flexibility

The arrival of the gig economy and the increasing demand for workplace flexibility has made it one of the most critical drivers of employee engagement. Any organization that allows employees to enjoy a certain amount of flexibility in where they work is more likely to experience higher levels of engagement. 

conclusion :

Employee engagement is defined as the emotional investment employees make in their organizations. It is the passion, involvement, and motivation they bring to work, which they use to guide their work. Engaged employees identify with the goals of the organization and align their own goals with the organization’s goals.

References: com//engagement-retention/articles/what-is-employee-engagement/

 Achievers.com/blog/employee-engagement-ideas-activities

https://www.spiceworks.com/hr/engagement-retention/articles/what-is-employee-engagement

https://www.spiceworks.com/hr/engagement-retention/articles/what-is-employee-engagement

https://www.hrmorning.com/articles/essential-role-of-hr-in-employee-engagement