Why you should care about employee engagement

May 6, 2011
By

As a manager, it's important to always have your finger on the pulse of your employees. Are they engaged and satisfied?

There is no such thing as a standard definition of employee engagement. And not every manager is concerned about it and its impact on employee morale and the success of the company as a whole. But they certainly should be.

But mostly everyone agrees that employee engagement involves a workplace in which workers:

  • Feel personally and emotionally bound to the organization
  • Feel pride in recommending it as a good place to work to other people
  • Get more than just wage or salary from working there and are attached to the intrinsic rewards they gain from being with the organization, and
  • Feel a close attachment to the values, ethics and actions embodied by the organization

Why should managers and workers care about engagement? One reason is that high levels of employee engagement lead to lower turnover rates, since there is a close link between company image and individual self-image in highly engaging workplaces.

Without close attachments to the workplace, people feel alienated and will usually seek greener pastures elsewhere. A second reason is that it just makes sense to conclude that workplaces in which employees have a high level of self-interest invested in the organization’s success will be highly productive, a fact that research supports.

A third reason is that a high engagement workplace (HEW) is one in which people want to work and want to be highly involved because self-interest and organizational interest are closely aligned. A fourth reason is that, according to Gallup research, there is a high correlation between innovation and workplaces with high levels of engagement.

This post is brought to you by Dale Carnegie Training of Maryland and the DC Metro Area. We would love to connect with you on Facebook and Twitter.

Photo credit: greeblie

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