Employee Engagement= Business Success

A ‘mood meter’ in an organization tells if the employees of an organization give their best every day and if they are committed to their organization’s goals and if they are motivated enough to contribute to the collective success. According to David Macleod “Employee engagement is all about how we create conditions in which the employees offer more of their capability and potential”. The Employee engagement is an employee getting up in morning thinking, “Great, I am going to work. I know what I am going to do today. I’ve got some great ideas about how to do it well. I’m looking forward to seeing the team and helping them work well today”. The one sentence summarizes potential, capability and empowerment. Employees engagement is about positive behaviors ?and attitudes leading to an improved business outcomes, in the way that they triggers and reinforce one another.

Highly engaged organizations measure the employment at regular intervals. Simplest way is mood meter that shows mood of the entire organization on a particular day. Every employee at the time of signing in the system has to click the state of his mind at that moment eg. happy to sad in various degrees. The average score is mood of the entire organization. It helps the management to measure and reflect on the status of the employee engagement. Employee engagement surveys is another measurement tool that can give relevant pointers and actionable recommendations.

Gallop survey states that "Employees who are supervised by the Highly Engaged managers are 59% more likely be engaged than those supervised by the Actively Disengaged managers."?Actively disengaged managers also feel anxious at the work place and they lose their focus and purpose of the work. On boarding process, mentoring the employee through out his journey and proper feedback are critical in enhancing the engagement.

?To boost employee engagement, the organization has to build a culture of trust and empowerment, freedom. Organization that fosters the culture of innovation is likely to see more engaged employees. Many organizations are concerned about the employee leaving them after the organization making investment in their engagement score. in their professional development. If origination don’t make such investment they carry a risk of under developed employees remaining with them forever. When people see that their work matters to any other person, they are more motivated. Some employees will be willing to take a pay check cut ?and work for value additive work. Some employees may look for empowerment while others may look of variety of work-exposure, and some may look for long term career prospects or alignment of value system.

The millennial employees are tech-savvy and quick to adapt new technology.?Digital workspace provides employee with an environment where the interests gets highest priority, and the people-centric approach translate to better employee engagement and reinforces relationship between the employee and company. Digitization improves the workflow of employees and can retrieve the information at ease. It increases the speed of information exchange. It reduces monotony in work and energy can be focused on more relevant decision making and planning aspects of the work. Workspace digitization has led to the improved productivity, greater flexibility, collaboration, and security. Digitalization, robotic processes, artificial intelligence is releasing more time for more quality and value-added work. Despite efforts from organizations globally only 15 to 20% employees are engaged. With work from home policy, the challenges for creating engaged employee force have gone up. Eventually business success is nothing but employee engagement. Its time to engage regularly and measure it periodically !

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A ‘mood meter’ in an organization tells if the employees of an organization give their best every day and if they are committed to their organization’s goals and if they are motivated enough to contribute to the collective success. According to David Macleod “Employee engagement[NG1]? is all about how we create conditions in which the employees offer more of their capability and potential”. The Employee engagement is an employee getting up in morning thinking, “Great, I am going to work. I know what I am going to do today. I’ve got some great ideas about how to do it well. I’m looking forward to seeing the team and helping them work well today”. The one sentence summarizes potential, capability and empowerment. Employees engagement is about positive behaviors ?and attitudes leading to an improved business outcomes, in the way that they triggers and reinforce one another.

Highly engaged organizations measure the employment at regular intervals. Simplest way is mood meter that shows mood of the entire organization on a particular day. Every employee at the time of signing in the system has to click the state of his mind at that moment eg. happy to sad in various degrees. The average score is mood of the entire organization. It helps the management to measure and reflect on the status of the employee engagement. Employee engagement surveys is another measurement tool that can give relevant pointers and actionable recommendations.

Gallop survey states that "Employees who are supervised by the Highly Engaged managers are 59% more likely be engaged than those supervised by the Actively Disengaged managers."?Actively disengaged managers also feel anxious at the work place and they lose their focus and purpose of the work. On boarding process, mentoring the employee through out his journey and proper feedback are critical in enhancing the engagement.

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To boost employee engagement, the organization has to build a culture of trust and empowerment, freedom. Organization that fosters the culture of innovation is likely to see more engaged employees. Many organizations are concerned about the employee leaving them after the organization making investment in their engagement score. in their professional development. If organsation don’t make such investment they carry a risk of under developed employees remaining with them forever. When people see that their work matters to any other person, they are more motivated.Some employees will be willing to take a pay check cut ?and work for value additive work. Some employees may look for empowerment while others may look of variety of work-exposure, and some may look for long term career prospects or alignment of value system.

The millennial employees are tech-savvy and quick to adapt new technology.?Digital workspace provides employee with an environment where the interests gets highest priority, and the people-centric approach translate to better employee engagement and reinforces relationship between the employee and company. Digitization improves the workflow of employees and can retrieve the information at ease. It increases the speed of information exchange. It reduces monotony in work and energy can be focused on more relevant decision making and planning aspects of the work. Workspace digitization has led to the improved productivity, greater flexibility, collaboration, and security. Digitalization, robotic processes, artificial intelligence is releasing more time for more quality and valueadded work. Despite efforts from organizations globally only 15 to 20% employees are engaged. With work from home policy, the challenges for creating engaged employee force have gone up. Eventually business success is nothing but employee engagement.Measure it periodically !

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?[NG1]