Empowerment through employee engagement

 



Employee engagement is the emotional attachment of employees to their organization, job role, occupation, position, other employees, and corporate culture. From the employer's point of view, it uses new initiatives and initiatives to increase productivity and overall business success. This simply refers to the employees. Interest in working for a specific organization and the key to employee engagement indicates employee turnover rates, absenteeism, job commitment, loyalty to the organization, and more. Low employee turnover, commitment to the organization, and their willingness to help colleagues easily reflect a level of employees engaged in workplace performance and productivity. Identifying key employee engagement drivers can be used to improve employee understanding and employee participation in the workplace.


The most important driving factor for employee engagement is the manager-employee relationship, which is linked to their job role and employee satisfaction with the organization. The way the communication is done and what the manager communicates to the employee is important to this and will give a strong impression. Although they have no control over self-esteem, ownership, employee loyalty, end product, outcome, or decision. Another key factor is the career development opportunities of employees because they expect career advancement based on the time, money, and labor they invest in the organization (Brown, et al., 2015). With the opportunity to train those skills and knowledge on the job.

The flexibility of employees’ hours at work also contributes to employee engagement. Employees can be given a flexible work hour or to work away from the office, start work or finish off late, and more. By creating a learning culture, employees are encouraged to keep on learning and acquiring new knowledge since they are not only like to make profits and sales but to improve themselves. This will give a comparative advantage to the organization with a talented workforce while improving employee engagement.

Communication can also be identified as a powerful tool for employee engagement, as miscommunication between employees and managers can cause problems within the organization. This can be achieved by introducing regular meetings and those employees should be able to discuss their views on current issues. Department or organization. Enlightened employees also play a key role in employee participation. When people have motivation or inspiration, they actively solve problems and create faster ways to accomplish tasks.

Employee engagement is an appreciation of employees. While establishing employee engagement through the factors mentioned above, there is much more to look at. It is still worth investing in employee engagement because the employees who are engaged are active, productive, and disciplined.

**For more information about employee engagement, please watch the below video.

https://www.youtube.com/watch?v=YIsqLM0LFrc




References


  • Brown, D. et al. (2015) Culture and engagement: The naked organization, Available at: https://www2.deloitte.com/us/en/insights/focus/human-capital-trends/2015/employee-engagement-culture-human-capital-trends-2015.html 
  • (Accessed:21 April 2022)
  • Dávila, N. & Piña-Ramírez, W. (2014) What Drives Employee Engagement? It's All About the "I", Available at: https://www.td.org/magazines/the-public-manager/what-drivesEmployee-engagement-its-all-about-the-i
  • (Accessed:20 April 2022)

Comments

  1. Kasun WarnapuraMay 1, 2022 at 5:26 AM

    Employee engagement is drawn out through a talent management engine directed at drawing its effectiveness and resilience from various internal and external organizational environment factors. Employees are offered an opportunity of making choices for the best interest of a firm. Employees’ engagement approaches implementation by the company lead to the attainment of some satisfactory levels, though there are areas which require an integration of talent management.

    (Bekirogullari,2020)

    ReplyDelete
  2. maduwanthisilva.blogspot.comMay 2, 2022 at 5:28 AM

    Empowered employee has ability to make decisions related to their job. They can decide priorities, plans to achieve goals, schedules, methods, hiring, training, values..etc. The empowered employees feel they have strong connection with the organisation and part of it. Such employees are highly engaged and loyal. They try to bring back disengaged, or slightly engaged co workers to be engaged or highly engaged level.

    ReplyDelete
  3. Rohitha SamarathungeMay 3, 2022 at 8:57 AM

    Conger and Kanungo (1988) describe empowerment as a process whereby conditions that foster powerlessness are identified and removed by providing efficacy information, thereby enhancing an employee's self-efficacy. According to Spreitzer (1995), psychological empowerment refers to an individual's experience of intrinsic motivation that is based on cognitions about himself or herself in relation to his or her work role. These cognitions are related to the psychological states identified by Hackman and Oldham (1980) and Kahn (1990) that impact on the intrinsic motivation of employees. Greco, Laschinger and Wong (2006) state that it is reasonable to expect that, if employees experience an empowering workplace that fosters a fit between their expectations and their working conditions, they would be more engaged in their work. Engaged employees have a sense of energetic and effective connection with their work activities and see themselves as able to deal completely with the demands of their jobs (Schaufeli, Salanova, Gonzáles-Romá & Bakker, 2002).

    ReplyDelete
  4. P.Janaka Chaminda PereraMay 5, 2022 at 1:46 AM

    As explained by (Natrajan, 2019)Globalization and liberalization have caused many adjustments in the way corporations paint and those dynamics. With the converting traits, businesses are forced to apprehend the venture pressure conduct and need. The normal production of the company relies upon the man or woman’s performance.

    Reference
    Natrajan, N.S., Sanjeev, R. and Singh, S.K., 2019. Achieving job performance from empowerment through the mediation of employee engagement: an empirical study. Independent Journal of Management & Production, 10(3), pp.1094-1105.

    ReplyDelete
  5. Ishari WeerasingheMay 6, 2022 at 8:08 AM

    Expectancy-based empowerment is an important ingredient in engagement, and at Decision wise, we refer to the idea as “Autonomy.” We consider it one of the six elements to develop employee engagement, but it is rarely enough on its own. The other important qualities are satisfaction, meaning, impact, growth, and connection.

    ReplyDelete

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