Employee Engagement

What is employee engagement?

Employee engagement refers to the state of an employee’s commitment towards his/ her organization. Employee engagement has always been an important path for a business to succeed. we are all familiar with the importance of maintaining that competitive advantage in the business sectors, employee engagement is an integral part of the tools needed to stay ahead in the industry. Highly engaged employees care about their work and about aim for the betterment of their organization. an engaged employee values his/ her position in the company not for the sake of aa paycheck but the job satisfaction and the wellbeing of the company.

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???????????????????????????????????????????????3 Types of employee engagement

1)?????Cognitive engagement:

It is taken as the level to which an employee gets involved with its work. From the general perspective the employee cognitive engagement refers to condition when an employee is valuing and focusing on its work despite all distractions. This shows the importance of the relevant tasks for an employee. It also highlights the employee commitment for bringing in the best output for the company.

2)?????Physical engagement:

It refers to an employee’s intentions towards their work tasks. The employees would feel the enthusiasm and confidence while working. They will always try their best to become the highlight and impactful asset for their company’s success. A physically engaged employee will try to make up the best of the learning and training opportunities provided by the organization.

3)?????Emotional engagement:

The healthy engaged employee should be emotionally satisfied with the environment and influence of his organization. The belief in the fairness and equality among the employees is a core factor. Emotionally engaged employees are highly involved in their jobs they have a positive working attitude and will always channel that positivity in their work.

How to increase employee engagement:

In order to increase the employee engagement companies, need to understand the formula of investing in their employees. When an organization starts investing and building the best out of their employees, making the best use of their capabilities and treating their employees like assets. In return they will surely get the best results from their employees

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when people feel supported by their employer, they’re

38% more engaged

28% more likely to recommend their company as a great place to work

17% more likely to still be there in a year

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“When looking for new staff, someone once stated, search for three qualities: honesty, intellect, and enthusiasm. Without the first, a person kills himself with the second and third. You recognize that it is correct. That is correct. If you hire someone who lacks ethics, you want foolish and lazy individuals.” — Warren Buffett

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1)?????Improving job design:

Always thing about the mission and the kind of output you want from your employee. If an employee is working on a certain jo design and is performing really well to an extent that he starts feeling bored with the job, in this case the employer should use him for a more integral and important position for the company.

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2)?????Empowering employees:

Always trust in the abilities and talents of your employees. Try to modernize your company’s environment y giving the trusted and hardworking employees authority to come up with their analysis and decisions about certain task. Give them the confidence to raise their valuable concerns and input for the organization. Create mechanism for example surveys for your employees y which they can raise their opinions and thoughts and implement those responses for the betterment if your company.

3)?????Providing feedback:

Organizing training camps and other learning experiences for your employees. Looking up into their performances and then allowing them to learn and get rid of their mistakes sending frequent messages and counseling your employees for confidence boost and encouragement.

The effects of covid 19 on Employee Engagement:

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Covid 19 has affected lives, economies and our workplaces. In the past three years we have seen the large percentage of layoffs and furloughs. The pandemic completely damaged the trust and relation between the employees and their organizations a constant ray of uncertainty and instability was seen even in the most trusted and well-established organizations. The mental heath challenges were faced y the higher percentage of ?employees because ?of jo insecurity . The working abilities of the employees were affected

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·????????Employee wellbeing was affected gloally:

Global employee well-being increased marginally from 2020 to 2021, although it was still low and below pre-pandemic levels. Only 21% of survey participants indicated they were engaged at work, and 33% said their general well-being was prospering.

·????????Rise in workplace stress:

For the third year in a row, workplace stress levels increased, with 44% of respondents reporting feeling pressured the day before the poll. The Gallup reports are at an all-time high right now.

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Worry levels decreased somewhat but remained greater than they had been for any of the preceding 10 years. The results for rage were similar

·????????Swings in optimism about job opportunities:

While 45% of the world’s employees said it was a good time to find a job – a slight rise from 2020 – a far higher percentage of Americans and Canadians felt that way. A total of 71% said they were confident about the jobs market, up from 27% a year earlier.

Workers felt least optimistic about job opportunities in the Middle East and North Africa – just 28% thought it was a good time to be looking for work – and in East Asia, where the figure stood at 27%.

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Role of people analytics to improve employee engagement:

??????the importance of people analytics is now being echoed in all parts of business industry around the world. it is now obvious that in the modern world where the understanding of ?importance of data, relevance of employee edacious and sentiments will continue to grow the companies will be building up more opportunities by managing through tech and data.

the human resource managers are equipped with the data and insights of their employees y which they can quickly respond to the needs and requirements of their work force. The organizations are starting of more frequent employee engagement practices and considering these as the new normal for reaching faster and accurate results.

The organizations are trying to emerge and dominate with their new employee strategies. In order to that they are trying to maintain the best employee experience for instance, staff members have expressed a desire to feel more connected. However, when workers work remotely, firms are observing a decline in the cross-functional collaboration that existed in physical office spaces, which may jeopardize the organization's capacity to address challenges.

Measures taken by companies to avoid quite quitting:

·????????Keep increases in workload

Companies have start to understand and managing the employee workload in accordance to their capabilities, nowadays to more about the quality of the work rather than the quantity the managers and employers have added the efficiency and effectiveness as the highlight of their work environment giving employees days off so that they can make the best out of the time with their family and loved ones. Most employees do accept the offers of overtime and take extra load but later in its gets more hectic.

·????????Properly compensating their teams

Delays in payment, lack of facilities are some of the main reasons being quite quitting now the employers have understood and they are trying on their behalf to facilitate their employees and valuable workers to enjoy their work expertise with great satisfaction. Not only this but the employers need to give proper respect and value to their employees, constant hint of jo insecurity, work place discrimination and disrespectful behaviors is also a major cause of quite quitting

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·????????Making stepping up Optional

career modifications should involve both parties. Test the waters and attempt to determine how your employee feels about extending their function rather than presuming they want to go up the corporate ladder or are prepared to take on new tasks. Someone on your team could have a different outlook on the future than you do. Employees should be given more opportunities and encouraged to do new things, but you shouldn't push them into leadership positions, especially if the jobs come with increased duties but no title, power, or compensation.

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A Gallup report states that only 15 percent of employees are actively engaged at work, which means up to 85% could be quiet quitting. The numbers are a little better for the US, with 33% of employees engaged at work, approximately twice the worldwide average.

How Disengaged employees affect your organization:

Employees that are disengaged work less efficiently and provide customers a worse experience. When employees lack a sense of belonging to the company, company culture and morale suffer, which makes it harder to accomplish business objectives. In essence, disengaged workers can negatively impact an organization's success.

They bring in negativity to the company work environment the employees who are trying to build the best possible results for the company also suffer disagreement and discrimination because of ?this . The working unit starts to fail as a whole. Some of the major drawbacks of keeping disengaged employees in our workforce are:

·????????Negative customer experiences

·????????Decreased productivity

·????????Decrease in Morale and company culture

·????????Failed corporate goals

·????????Poor learning and training programs