BusinessDNA 10th Edition, Page 16
By Abdullah Habibzai – Assistant Professor of Kabul University, Former Mayor of Kabul, Fulbright Scholar, Master of Science in Civil Engineering (MSCE), and Certified Project Management Professional (PMP).
An ounce of prevention is worth a pound of cure. – Benjamin Franklin
Numerous studies have found that even when the best professionals are grouped together, productivity still depends on their being motivated and engaged. This article reviews employee engagement, signs of disengagement, methods of assessing employee engagement, and ways to keep employees engaged. It explains how a six-step model to create strongly engaged teams, manager-employee relationships, strong workplace cultures, and employee growth opportunities can result in increased employee engagement.
Based on HBR, when it comes to engagement, employees are categorized as:
- Engaged employees: Employees that are satisfied, committed and motivated at the workplace.
- Disengaged employees: Employees, that are either unhappy, unmotivated or both.
- Pseudo-engaged employees: Employees that are often satisfied with their jobs, committed to the organization, and happy to recommend the organization to another person. But when observed more closely, are often found to be disengaged.
Employees can be satisfied without delivering on the expected job. On the other hand, engaged employees are happier, more productive and more satisfied team players. The intended aim with is to create strong, positive engagement.
Increased employee engagement leads to improved productivity, customer loyalty, employee satisfaction and retention, and greater profits.
Engaged teams feel emotionally connected to their job and organization. The study suggests that engaged employees are nearly twice as likely to stay with the organization than disengaged employees. Their increased commitment results in higher personal gains, productivity, and job satisfaction. Studies show that about 70% of US employees feel disengaged in the workplace. Globally, the lack of engagement is approximated to cost the world economy hundreds of billion dollars annually. Improving workplace engagement therefore represents a huge opportunity for the global economy…
Read the full article at the BusinessDNA 10th Edition.
