Summery and Conclusion to Employee Engagement

Above blog posts have addressed the different aspects of employee engagement and explained how the employee engagement may affect on an organization/employer perspective and employee perspective. Employee engagement will impact on employee and organization. Management of the organization should be able to handle employee engagement, which is essential from the organizations point of view. Encouraging employees with different kind of ways, such as performance review and creating new expectations can increase employee participation and corporation (Osborne & Mohamad , 2017). Most of the above blog posts mainly consider on engaged employees and disengaged employees. Blog posts gave a good overall outlook to the employee engagement. Good explanation given in the introduction. Then explain the importance of employee engagement. Then clearly defined and explained factors that influence employee engagement. Next main drivers of employee engagement discussed. In the middle-had comparison on engaged employee Vs. disengaged employee in a broader context. Latter part starts with elaborating ways that can used to enhance employee engagement in a quick glance. Finally discussed the most interesting topic, the outcomes of employee engagement before the Summery and Conclusion.   

Previous blogs show the different between team with engaged employees and other team with disengaged employees. Managers are keen about employee engagement, as it is very important factor for managers. If employee is fully engaged with the duties, it will reflect from entire team. Employee disengagement with the work will reduce the entire productivity of the team (ARMSTRONG & TAYLOR, 2014). All above blogs highlights the importance of havening engaged employees. According to the SHRM SHRM (2020) had mention ‘Molson Coors company highly, engaged employees were five times less likely than nonengaged employees to have a safety incident and seven times less likely to have a lost-time safety incident. By strengthening employee engagement, the company saved $1,721,760 in safety costs in one year.

Importance of employee engagement broadly discussed. High level of employee engagement will result in maximizing discretionary effort, taking initiative, wanting to develop or aligning actions with organizational needs (Armstrong, 2010). Previous statement described clearly the importance and value of having team of engaged employees. Factors that influence on employee engagement also been a key aspect when considering employee engagement according to above blog post/s. To have a strong employee engagement two key elements need to be exist. One is the rational aspect and next is emotional aspect (Armstrong, 2008). Rational aspect discusses regarding understanding of employee job role, how job role fits to the organization and employee how get into work to achieve the business objective. The emotional aspect explains the way employee see about the organization. Employees job role and accomplishment from the work done and how the employee and superiors get into the work to achieve common goal (Armstrong, 2008).

Drivers of employee engagement had been key according to the above researchers done to write above blogs. Employee engagement will be affected by drivers. The divers are job design, the quality of leadership, exercised by line managers and reward system. The working environment will play major role of employee engagement (Armstrong, 2010). Increasing employee engagement is very important. Finding ways of doing it crucial. In simple words of increasing employee engagement is improving the key drivers (SINGH , 2016).

Having idea on engaged and disengaged employee/s is important when talking on employee engagement so blog post dedicated on it had shove the direct and indirect benefits of engaged employee and drawbacks of disengaged employee. Employee engagement can create lots of benefits for the organization. Engaged employees provide morethan average level of higher productivity and performances. Nearly 90% of engaged employees are not likely to leave the organization. From the safety perspective engage employees are in the top (Armstrong, 2010). From the above findings shows the importance of having engaged employee while drawbacks of having disengaged employee. According to the Allam (2017) employee disengagement refers as “a lack of commitment, interest and enthusiasm to work or a workplace.” Employee disengagement represents that disengaged workforce are less committed and involved in disengaged employees work and chances are disengaged employees resigning from the organization.  

Enhancing employee engagement can be more effective to uplift employee engagement from the information from above blog posts. Employee engagement can be enhancing through effective performance management flexibility, volunteer as a team, always be authentic, promote rake breaks, asking for feedback, hold regular social gatherings, clarify goals, provide a nice environment, develop a people-focused culture, mentor employees, encourage collaboration, show gratitude regularly, build authentic relationships and promote honesty (Clarke, 2020).

Outcomes of employee engagement will show the results of employee engagement which prove from above blogs. Employee engagement directly or indirectly impacted to the customer satisfaction, innovation, profitability, productivity, loyalty and quality (Siddhanta & Roy, 2010). High level of employee engagement will result: high level of employee attendance, employees remain with the organization, increase of employee productivity, increase employee effort, high quality of work, less mistakes, hike in sales, higher profits, higher earnings per share, shareholder satisfaction, enhance customer satisfaction, loyalty, rapid business growth and high hopes on business success (ARMSTRONG & TAYLOR, 2014).

Collection of employee engagement blogs discussed most key topics regarding the main topic. The main idea of this is to show that employee engagement is key important aspect of success in terms of organization/employer or employee. Engaged employees help to increase productivity of an organization/s. Commitment of an employee is very important to make employee an engaged employee in the organization (Sarangi & Nayak, 2016).  

References

Allam, Z., 2017. Allam: Employee Disengagement: A Fatal Consequence to Organization and its Ameliorative Measures. EJ EconJournals, Volume 7(Issue 2), p. 49.

ARMSTRONG, M. & TAYLOR, S., 2014. Employee Engagement. In: ARMSTRONG's HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTISE. London: Kogan Page, p. 228.     

ARMSTRONG, M. & TAYLOR, S., 2014. Employee Engagement. In: ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE. London: Kogan Page Limited, p. 197.

Armstrong, M., 2010. Employee Engagement. In: ARMSTRONG'S ESSENTIAL HUMAN RESOURCE MANAGEMENT PRACTICE AGUIDE TO PEOPLE MANAGEMENT. London: Kogan Page Limited, p. 159.

Armstrong, M., 2010. Employee Engagement. In: ARMSTRONG'S ESSENTIAL HUMAN RESOURCE MANAGEMENT PRACTICE AGUIDE TO PEOPLE MANAGEMENT. London: Kogan Page Limited, p. 158.

Armstrong, M., 2010. Employee Engagement. In: ARMSTRONG'S ESSENTIAL HUMAN RESOURCE MANAGEMENT PRACTICE AGUIDE TO PEOPLE MANAGEMENT. London: Kogan Page Limited, p. 158. 00    

Armstrong, M., 2008. Employee engagement strategy. In: STRATEGIC HUMAN RESOURCE MANAGEMENT A GUIDE TO ACTION. London: Kogan Page, p. 145. 00

Armstrong, M., 2008. Employee engagement strategy. In: STRATEGIC HUMAN RESOURCE MANAGEMENT A GUIDE TO ACTION. London: Kogan Page Limited, p. 143. 00

Clarke, L., 2020. Proven Methods to Increase Employee Engagement in the Workplace. [Online]
Available at: https://inside.6q.io/increase-employee-engagement-in-the-workplace/
[Accessed 4 06 2020].

Osborne, S. & Mohamad , H., 2017. Effective Employee Engagement in the Workplace. International Journal of Applied Management and Technology, 16(1), p. 53.

Sarangi, P. & Nayak, B., 2016. Employee Engagement and Its Impact on Organizational Success – A Study in Manufacturing Company, India. IOSR Journal of Business and Management (IOSR-JBM) , Volume 18(Issue 4), p. 52.

SHRM, 2020. Developing and Sustaining Employee Engagement. [Online]
Available at: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/sustainingemployeeengagement.aspx
[Accessed 15 05 2020].     

Siddhanta, A. & Roy, D., 2010. Employee engagement ­ Engaging the 21st century workforce. ASIAN JOURNAL OF MANAGEMENT RESEARCH, p. 170.

SINGH, Y., 2016. KEY DRIVERS IN EMPLOYEE ENGAGEMENT AND HOW TO HANDLE. INTERNATIONAL JOURNAL OF INNOVATION IN ENGINEERING RESEARCH & MANAGEMENT, Volume 3(Issue 6), pp. 3-4.