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Employee Engagement

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Employee Engagement

Kogan Page,

15 min read
10 take-aways
Audio & text

What's inside?

You can build a happier, more effective organization with the “happiness advantage” of employee engagement.

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Editorial Rating

7

Qualities

  • Applicable

Recommendation

Employee engagement specialist Emma Bridger says “never mind” to annual employee surveys and advises building a strategic engagement road map, instead. Drawing from academic research and professional practice, Bridger enriches her coverage of the subdisciplines of organizational development and human resource management with case studies and examples. She offers how-to guidance, including tools and techniques. Bridger explains why engaged employees are happier, perform better and take fewer days off sick – and she has the evidence to prove why every employer should embrace engagement’s “happiness advantage.” getAbstract recommends her essential text to managers and HR professionals as a solid primer for exploring and encouraging employee engagement.

Summary

Why Engagement?

Employee engagement is an “attitude,” a “behavior” and an “outcome.” It incorporates involving and motivating staff members to encourage them to commit, collaborate and perform. Engagement encompasses the cognitive, emotional and social components of the work life of an employee. It is the “extent to which people are personally involved in the success of the business.” And it means employees think your company is “a great place to work.”

Employee engagement is not a one-way street. It works from employer to employee through the organization’s engagement road map, and from employee to employer through staff members’ participation. Engagement can lead to higher financial returns, increased customer satisfaction and improved long-term sales. One study says that an improvement of 1% in engagement could yield as much as 9% more sales – or, following a more conservative study, a 10% increase in engagement improves sales by 4%.

Engagement positively affects financial performance – and not just profit. Consider your employees’ attitudes. Having a positive approach to work means they’ll deal with clients in a positive way and boost your customer satisfaction...

About the Author

Emma Bridger, who has a background in psychology and behavior change, is a consultant in employee engagement.

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    S. T. 4 years ago
    Strive for a happy workforce. Value your employees’ “autonomy,” “mastery” and “purpose” in everything they do.
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    M. S. 9 years ago
    After recently receiving our employee voice survey, I am encouraged by the direction my company is taking. This summary is insightful. Implementing the plan is essential.
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    A. F. 9 years ago
    This is great info for providing information on engagement. Sometimes it's easier said than done.