What are the primary causes of high employee engagement?
Also, What is the relationship between an employee’s level of engagement and his relationship with his boss?
Lastly, What Practices should senior leaders develop to build employee engagement in their organizations?
Employee engagement goes beyond activities, games, and events. Employee engagement drives performance. Engaged employees look at the whole of the company and understand their purpose, where, and how they fit in. This leads to better decision-making. Organizations with an engaged workforce outperform their competition. Additionally, They have a higher earning per share (EPS) and recover more quickly after recessions and financial setbacks. the primary causes of high employee engagement is a key differentiator when it comes to growth and innovation.
Highly engaged employees hold very favorable opinions of their place of work. When employees feel connected to their teams, love their jobs, and have positive feelings about your organization, they’re going to want to stay and put in extra effort to help the organization succeed. Also, These “brand advocates” speak highly of their company to family and friends. They encourage other employees around them to do their best.
Moderately engaged employees see their organization in a moderately favorable light. They like their company but see opportunities for improvement. These employees are less likely to ask for more responsibilities and may underperform. Additionally, There is something about the organization or their job that holds them back from full engagement.
Barely engaged employees feel indifferent toward their place of employment. They usually lack motivation for their position and will only do as much as they can to get by—sometimes less. Also, barely engaged employees may be researching other jobs and are a high turnover risk.
Disengaged employees have a negative opinion of their place of work. They are disconnected from the mission, goals, and future of the organization. They lack commitment to their position and responsibilities. It’s important to understand how to handle disengaged employees so that their negative perceptions don’t impact the productivity of employees around them.