How Employee Engagement Connects with Happy Employees
“Highly engaged employees make the customer experience. Disengaged employees break it” - Timothy R. Clark
Through this blog explores the concept of employee happiness direct influence on employee engagement. Contents are structured with fundamentals in HR theory, the elements that influence engagement degrees, and how those elements contribute to growing glad employees. Employee engagement is a major ingredient that influences an organization and helps create a positive work culture, translating into overall success. Engaged employees are more productive, motivated, and committed to their work, which leads to elevated job satisfaction and increased happiness.
Employee Engagement Definition
“Employee engagement is the emotional commitment the employee has to the organization and its goals” - Kevin Kruse
Level of Employee Engagement
Highly Engaged
Highly innovated employees with high level of loyal to the work they do and organization. They also play a vital role as problem solvers and also motivate others. Highly engaged employees are the valuable asset to the organization & benefited in long run
Moderately Engaged
These are generally doing their job role well but not much satisfied & passionate neither job role nor organization. They are reluctant to undertake new responsibilities and usually underperform
Barely Engaged
These types of employees are not connected well in the job due to lack of motivation. A low weight to the job responsibility can be observed with dissatisfaction.
Disengaged
They are not interest at all to their job role & organization. Not only they are disconnect with the organization but also spreading the negativity among others.
How Employee Engagement Theoretically Connect Employee Happiness
In 1990, William Kahn, a research paper entitled “Psychological Conditions of Personal Engagement and Disengagement at Work,” explained the multi-dimensional concept of “personal engagement” and identified three psychological states affecting employee’s participation: Meaningfulness, Safety, and Availability They are more likely to participate when they have the physical and emotional resources, they need to do their job. Then the concept became more prominent as theory suggests that employee engagement has a positive impact on employee happiness and productivity, as well as boost the overall organizational performance.
He describes employee engagement as "“The harnessing of organization members’ selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances.“
Theory in Real World Examples:
References
Kahn, W.A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33(4), 692-724.
This blog article offers a careful examination of the relationship between overall corporate success and employee engagement. It strikes a deep chord to emphasize how motivated workers are more inventive, productive, and devoted to their jobs. It is evident that enhanced performance and a more robust workplace culture arise when staff members see a sense of purpose and connection to their positions within the organization. I especially value the conversation about practical methods for raising involvement, such encouraging candid communication and celebrating successes. I appreciate you emphasizing the significance of this vital connection!
ReplyDeleteThis is a useful topic for the current context globally. If you have happy employees, quality of the work and efficiency of the work will be at higher level as explained in Kahn's theory.
ReplyDeleteKasun Hennayaka.
Thank you kasun. me too absolutely on the line with your point
DeleteThis is a good discussion how the employee engagement impact the success of an organization. Employee engagement improves work culture, reduces turnover, increases productivity, builds better work and customer relationships, and affects profits. High employee engagement also turns workers into your best advocates. Employee engagement is one of the most important indicators in gauging work satisfaction. Low employee engagement can be caused by several factors including lack of recognition by managers, poor company communication and not having a better understanding of the mission of the company and engagement efforts. More than ever, employee engagement is a strategic business objective because engaged employees lead to long-term employee retention, higher employee performance, improved quality of work, and organizational success.
ReplyDeleteThank you very much for your critically assessed views..
DeleteI love the breakdown of employee engagement levels! It’s fascinating to think about how even moderately engaged employees can become more passionate with the right support and encouragement. A little motivation can go a long way in turning the tide for those who might feel stuck. Let’s cheer each other on
ReplyDeleteThere is a strong correlation between employee happiness and engagement. A more favorable work environment and more job satisfaction are the results of engaged individuals feeling more connected to their work. Motivated, dedicated, and productive workers are more likely to be engaged, which enhances their general well-being and pleasure at work. In order to create a better and more rewarding work environment, it is imperative to develop involvement.
ReplyDeleteThe blog drawn between engagement strategies and their impact on overall business success are particularly insightful. It's evident that fostering employee engagement is not just a HR responsibility but a strategic imperative for any organization. The practical examples provided will be valuable for our group discussions and future projects.
ReplyDelete