‘Employee engagement’: Need of the day

‘Employee engagement’ has of late been the buzzword in HR corridors.

And rightfully so, as organisations are realising that nothing can be more damaging for any workplace than disgruntled or disengaged employees – and hence, the increased stress on employee engagement.

NS Rajan, partner, EMEIA Leader and National Head, people & organization, Ernst & Young states, “The term ‘employee engagement’ is an evolved version of ‘employee satisfaction’. While satisfaction refers to ‘contentment’, engagement refers to ‘commitment’ and the drive to go beyond the call of duty to work towards organisational goals.”

The performance of an organisation has a strong correlation with employee engagement. More enhanced the engagement levels of employees, better the organisation’s performance, in terms of revenues, profits, productivity, retention and customer satisfaction. Secondly, an engaged employee’s word of mouth creates a positive image of the organisation, thus attracting quality talent to the organisation.

KA Narayan, president HR, Raymond Group states, “The difference between a happening workplace and an uninspiring workplace depends on the levels of employee engagement. The success of an organisation revolves around the percentage of engaged employees.”

Employees in almost every workplace can be bifurcated into four categories: highly engaged, engaged, disengaged and actively disengaged. While engaged employees contribute to the optimum, the disengaged ones just follow the routine – and those who are actively disengaged, go to the extent of disrupting the normal functioning. Rajan believes that the focus should be on classifying issues that impact employee engagement. As per him, the key drivers/pillars can be categorised into:

Areas of Strength

Engagement levels above 80 per cent

Moderate levels of engagement

Engagement levels between 60-80 per cent

Areas of concerns

Engagement levels below 60 per cent.

As per global studies, employee engagement depends on many factors. The most important among them are:

a. The employee’s own unique psychological makeup and experience

b. The employers’ ability to create conducive conditions enhancing employee engagement

c. Strong internal communication, both top down and bottom up.

Rajan points out that for each organisation, an employee’s needs may vary significantly. For example, in a very young organisation, the driver for employees may be fast career progression, whereas in an organisation with higher average age, the need may be for affiliation and relationships may be higher. In some organisations, due to the DNA of the organisation, quality of work and recognition may be more important than compensation. He adds, “The most commonly used engagement pillars are – job satisfaction, senior leadership, work culture, rewards, affiliation with co-workers, work-life balance, physical work environment, career growth and opportunities.”

Sushil Baveja, group HR head, DCM Shriram Consolidated Ltd believes that the factors impacting employee engagement can be bifurcated in two heads: professional and personal. He elaborates, “There can be many professional factors but some of the key ones include role and responsibility, development opportunities and growth, reward and recognition, work environment and value system of the organisation. On the personal front, some of the key ones include care and concern, relationships and respect and dignity.”

This is one of the very nice articles published in Economic Times.

Employee engagement is latest trend in organisations specially if we take an example of call centers and BPOs the term is mostly used for keeping employee engaged with some or the other activities be it fun @ work, quiz, fun trips, theme fridays and similar such activities.

This article will surely be of help to HR Managers and new HR professionals to learn about this Buzz word and also how to effectively implement it in the current scenarios of high competitive environment and there is always a dearth of high skilled, efficient and loyal employees.

Also, there is an interdependence amongst Employee engagement, commitment, motivation and employee satisfaction. An engaged employee will be committed to the organisational needs, will be motivated and yes satisfied too.

The happy employee will work as a Brand Ambassador for you Organization and will bring in more profitability, higher productivity, high morale and not to forget satisfaction.

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  • This is really not the need of day but the need of go.
    “Idle mind devil’s workshop”- an engaged emplyee is a productive factor in a organisation.
    As said it is not a issue in an infant organisation, as the economy grow gray the issue is visiable. Reasons are many. I have my experience- making eployee engage for 60% of time is a challange for HR personnel as well as the line staff.
    1) population and the planning- timely progression in career and loyal to comyany. The manpower planning is such people be trained to handle jobs of current position as well as the job of hiher position or otherwise the bottom level job to be taken care by some one else. If , the former is not suitable , population will grow un-noticed and deplete the percentage of engagement which will breed many virus/parasite or organisation malice to pollute the environment .
    2) It is a common practice in organisation while promoting people in growth channel , little attention is paid for the job the promotee is/was handling. While I am talking so , I mean to Job-enlargement and Job-enhancement( for Example- the difference is ~ Matar-Paneer and Paneer Matar ) quantity and quality of job.
    3) Review of HR policy and Management strategy on HR- Only few organisation might be timely reviewing HR policy and build strategy on HR. When the symptom like affecting man-unit ratio, industrial relation problem only organisation scratch head and clinch eyebrow to review the cause.
    4) Always engage emplyees in porductive activity like small group activity relating to production, planning, safety, environment etc., during working hours and social activity on and off duty.
    Pradeep Kumar Patra
    General Manager-IR and Admin.
    AES Cg.Energy pvt . ltd.

  • Nandu.Sankaran

    Employee Engagement is actually a no brainer. You engaged the employee to do work – so go ahead and get what you want!

    If you want your car to purr beautifully, tune and lubricate the engine, check the tyre pressure.. most of all drive it like your most treasured possession. So it is with people.

    Only one difference.. cars depreciate, but engaged people appreciate.. in their skills, productivity and most of all their knowledge of your organization.

    And when disengaged, a car can at most stop.. a person can stop a host of others. So get going and hitch the horses to the wagon!

  • Requested to search kind space for kind job

  • pradeep Ku. patra

    EMPLOYEE ENGAGEMENT(JOB ENLARGEMENT & JOB ENHANCEMENT)

    This is really not the need of day but the need of go.
    “Idle mind devil’s workshop”- an engaged employee is a productive factor in a organisation.
    As said it is not a issue in an infant organisation, as the economy grow gray the issue is visible. Reasons are many. I have my experience- making employee engage for 60% of time is a challenge for HR personnel as well as the line staff.
    1) population and the planning- timely progression in career and loyal to company. The manpower planning is such people be trained to handle jobs of current position as well as the job of higher position or otherwise the bottom level job to be taken care by some one else. If , the former is not suitable , population will grow un-noticed and deplete the percentage of engagement which will breed many virus/parasite or organisation malice to pollute the environment .
    2) It is a common practice in organisation while promoting people in growth channel , little attention is paid for the job the promotee is/was handling. While I am talking so , I mean to Job-enlargement and Job-enhancement( for Example- the difference is ~ Matar-Paneer and Paneer Matar ) quantity and quality of job.
    3) Review of HR policy and Management strategy on HR- Only few organisation might be timely reviewing HR policy and build strategy on HR. When the symptom like affecting man-unit ratio, industrial relation problem only organisation scratch head and clinch eyebrow to review the cause.
    4) Always engage employees in productive activity like small group activity relating to production, planning, safety, environment etc., during working hours and social activity on and off duty.
    pradeep patra

  • J Bhat

    Employee engagement generally goes with the leadership.
    If a seniour of a group is (stupid), arrogant then usually the problem of non cooperation, disengagement of employees follows. A good leader succesfully makes juniours work.

  • neha jain

    employee engagement is just like an old wine in a new bottle. There are many things which are being employed by employers since many years, intentionally or unintentionally, in order to increase the commitment level of an employee. The word has gained attention in the present scenario of competition and employee raiding, where hr is being considered the one most essential mantra to be successful.

  • I feel Employee Engagement is a must activity in for all Organizations.

    However, let us first understand which forms of Employee Engagement would actually make the employee bond with his / her Organization and work. While there are several activities most Organizations refer to, they are more work centric than any thing else!

    An ideal Employee Engagement activity would be to engage a group of employees, for a couple of days, with activities that connect with their inner talents such as dancing, painting, classical music, kerala martial arts, pottery, etc. I happened to conduct one such Employee Engagement Program for my Team and I was amazed to see a very positve change in their work attitude and productivity, subsequently.

  • Ashish_Ray

    Wonderfully said.

    I totally agree to this and also want to share my inputs on the same.Actually my company has enrolled to a virtual race based on the number of steps you walk called Stepathlon.Here the participants are company employees who are divided in to number of teams.Each member of the team is given a pedometer and has to walk at least 10000 steps everyday for the next 100 days.A innovative concept for employee engagement with a solution to a critical issue of employee health and fitness.