Employess Engagement Activities
INTRODUCTION
Employee Engagement has become a hot topic which is commanding the attention of an ever increasing number of companies. It is somewhat surprising therefore that, as yet, there is no generally accepted single definition of employee engagement. Many companies and HR managers are talking about it, but very few define it. So our purpose here is to provide a succinct review of the research into employee engagement, and to offer a range of definitions, including our own working definition. One of the most comprehensive reviews of the research is "Employee Engagement”.
The Conference Board offers a synthesised definition which sees employee engagement as
"A heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work." Employee Engagement:
"A combination of commitment to the organisation and its values, plus a willingness to help out colleagues (organisational citizenship). It goes beyond job satisfaction and is not simply motivation. Engagement is something the employee has to offer: it cannot be 'required' as part of the employment contract."
The question is: what circumstances or conditions are needed before a person can feel that heightened emotional connection or sense of commitment and organisational citizenship? In other words, what are the key ingredients of employee engagement? Digital Opinion's own research points to the following: * The nature of the work * Support * Recognition * Loyalty * Advocacy * Values
In our view these are the pre-requisites for employee engagement. They inform our definition:
"Engaged employees enjoy their work and are proud to tell people that they work for the Company. They go the extra mile to help their customers and colleagues, and they want to stay and develop a career with the Company. In the long run they are the real contributors."
And they are the key factors which
Employee Engagement has become a hot topic which is commanding the attention of an ever increasing number of companies. It is somewhat surprising therefore that, as yet, there is no generally accepted single definition of employee engagement. Many companies and HR managers are talking about it, but very few define it. So our purpose here is to provide a succinct review of the research into employee engagement, and to offer a range of definitions, including our own working definition. One of the most comprehensive reviews of the research is "Employee Engagement”.
The Conference Board offers a synthesised definition which sees employee engagement as
"A heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work." Employee Engagement:
"A combination of commitment to the organisation and its values, plus a willingness to help out colleagues (organisational citizenship). It goes beyond job satisfaction and is not simply motivation. Engagement is something the employee has to offer: it cannot be 'required' as part of the employment contract."
The question is: what circumstances or conditions are needed before a person can feel that heightened emotional connection or sense of commitment and organisational citizenship? In other words, what are the key ingredients of employee engagement? Digital Opinion's own research points to the following: * The nature of the work * Support * Recognition * Loyalty * Advocacy * Values
In our view these are the pre-requisites for employee engagement. They inform our definition:
"Engaged employees enjoy their work and are proud to tell people that they work for the Company. They go the extra mile to help their customers and colleagues, and they want to stay and develop a career with the Company. In the long run they are the real contributors."
And they are the key factors which