As defined in ‘The New HR Analytics’ – employee engagement is “a measureable degree of an employee’s emotional attachment to their job.” This can be both positive and negative, and extends to their attachment to colleagues and the business itself and is measured on how it influences their “willingness to learn and perform.”
Employee engagement is different from staff satisfaction in that it tracks and analyses how employee/employer interests interact, and whether the employee is likely to go the extra mile.
Having a team of engaged employees has a number of benefits, included;
• Less tension between hierarchy
• Flexibility and willingness to try new activities
• Better work rate without financial remuneration
• More pleasant workplace atmosphere
• Straightforward communications without misrepresentation
• Trust between employees, colleagues and employers
With the vast majority (90%) of businesses in the United Kingdom having less than 50 members of staff on the books, employee engagement in small companies is becoming increasingly more important. To tackle the common rapid fluctuations in demand, the team of a small business need to all be working at 100%. With a tighter restraint on budget and costs, small businesses also need to engage their employees to assure that they will work harder discretionally without extra pay.
Engaged employees are far more likely to represent their organisation as an “employer of choice”. Levels of engagement of UK workers and levels that would produce “optimum performance” have been found to be significantly different, something which organisations need to look at and review their communication approaches with employees.
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