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Employee Engagement Models

Highly engaged employees think, feel and act in ways that reflect greater levels of commitments towards the company and higher employee encouragement. They always contribute their full extent of knowledge and skills in the path for achieving success for the organisation and motivate others to do the same. They develop a better understanding about the company’s mission, vision, services and workflow so that they can work along the process with a qualitative work.

Every organisation wants the overall employee engagement. There are majorly three components for employee engagement:

  • Intellectually Engaged: With a notion of a positive view of their relationship with the company, employees tend to improving the company with their new, creative and innovative ideas.
  • Emotionally Engaged: Employees are proud, passionate and enthusiastic about the company the work they do in there.
  • Behaviorally Engaged: When the employees are emotionally engaged with the company, they can go above and beyond the company, customers and their team members while advocating on behalf of company while being loyal.

Elements of Employee Engagement:

When we talk about Employee Engagement in an organisation, there are several factors of employee engagement process that we need to look upon:

  • Commitment: Commitment is the degree to which the individuals are associated themselves with the job, responsibilities, and the company’s objectives. Engaged employees means the individual who are committed to face every challenge to achieve the goal. They are reliable and accountable for what they do.
  • Motivation: It is believed that achievement is the biggest motivation and vice-versa. When the employees put their maximum efforts to the company the attained motivation plays an important role in success. Proper recognitions play an important role in achieving the success to the next level.
  • Loyalty: Those employees who are more engaged to their work are more loyal to the organisation. The positive part of that is they are completely accountable for what they do, they do not need the attention of the managers to do their work.
  • Trust: Successful employee engagement can be prevailed when trust is fostered from both the sides. An organisation that shares an emotional bond with the employees should trust their abilities. Employees should be given the autonomy to perform their task in their own way so that the creativity and the innovative self of theirs should also be motivated.

Phases of Employee Engagement Process:

As it is evident that Successful Employee Engagement is the long-term process and goes through various phases describing the level of engagement belongingness, attachment and involvement between the organisation and employees.

The phases are:

  • Attract: the very initial phase of employee engagement process is attracting the best talents from the industry. Attractive and a positive work culture plays a key role in this step. It’s all about the creating a genuine, authentic and crafted image of the organisation.
  • Acquire: This phase of employee engagement process involves more than one thing. The first thing is the way the potential candidates are interacted while advertising the position. The second thing is the keeping up of the promises that are done at the time of hiring them and the third thing is to provide the new joiners a positive and a well-managed work culture.
  • Advance: This step includes promoting the employees to the higher designations with the higher salary which is the most important phase of employee engagement process as it is depending upon the work that the employee does and this also motivated them to work more harder, efficiently and leads to employee encouragement.

3C’s of Employee Engagement:

  • Career: It is very obvious that when an employee joins the organisation they expect to build the career with it. If they will constantly be provided with the support and help, they feel improving and engaged at the same time. They should be given a specific level of authority to take their decisions on their own so that they should feel independent and valuable.
  • Competence: Competence simply means the ability to grow. There must be small workshops and training sessions for the new employees not only in terms of work but also as the perspective of personality development. This competence is important for them to grow their career as well as promoting themselves in terms of designation, wages and perks.
  • Care: Care is the finest art from the managers that can be done towards the employees to make them feel that they are valuable and worthy for the organisation. This also helps in building emotional engagement. The management need to be empathetic and sensitive to understand their personal problems so that they can have a bond and can share their problems.

Outcome: So, what you get out of all these processes:

  • Proficient Work
  • Team Interaction
  • Customer Satisfaction
  • Highly Productive
  • Increased Company Performance

Finally, this can be summed up as in order to make your organisation successful in the fast paced era, we must value the most important resources that is, employees of the company and should focus on employee engagement strategies for successful employee engagement.