The Essay On Employee Engagement's Impact On Organizational Performance.

The concept of employee engagement

During the morning time the preferences of the employees within the organisation are changing which is directly impacting upon the performance of the organisations. Every individual who are associated with the organisations have certain level of expectation which they are expecting from the organisation. As a result it is important to practice proper human resource management within the organisation in order to influence the performance of the employees and also improve the performance of the organisation by achieving the organisational goal in an effective and efficient manner. One of the important aspects of human resource Management which encourages employees to take part within the organisation process in order to make them feel importance and help them to feel motivated within the organisation. The purpose of the report is to identify how employee engagement activities can be encouraged within the organisation to improve the performance level of the employees and the organisation.

One of the important concept of human resource is employee engagement which describe that the level of dedication and the enthusiasm that every employees shows towards their respective job within the workplace. The employees who are engage with the organisation shows more dedication towards their work and more concerned about the performance within the workplace and continuously tries to improve their performance in order to make difference within the organisation (Sendawula et al. 2018). In other the words the employee engagement is a theory used by the human resource individuals in order to formulate idea which helps in creating challenging employees, supporting the employees, and inspiring the employees, whose main purpose is to increase the satisfaction level of the employees within the organisation and also maximizing their performance which will help to achieve the organisation goal in an effective manner (Lee, Rocco and Shuck 2020).

As a result, employee engagement is an important aspect for every organisation because it provides organisation with various benefits which are as follows:

• Having effective strategies within the organisation: engaging the employees within the organisation process will help to encourage them as well as it will help to develop efficient strategies by considering the knowledge of every individuals who belongs from different level of the organisations and also the expertise they brings into the table will help the organisation in the formation of effective strategies.
• Reducing employee’s turnover rate: when the employees started to feel important within the organisation and started to take part in every organisational decision they feel sales motivated as a result, this tries to remain stick with a particular organisation for a longer period of time which in result reduces the turnover rate of the organisation.
• Improve productivity: similarly when the employees started to feel important within the organisation and there is a transparency maintained with each and every employees of the organisation the performances also grows up as the started to take responsibility within the organisation to improve the productivity.
• Building better work culture: where the employees are encouraged for taking active part in the organisational process it improves the relationship as well as the working culture of the organisation as it encourage collaborative work.
• Maintaining relationship: weather employees have given importance there is a better relationship between the employer and the employees get developed both of them trust each other as a result helps maintaining the relationship.
• Enhance the profitability of the organisation: the employees put more effort within the organisation when they started to feel self-motivated by improving their performances which helps the organisation to gain a comparative advantage within the market and improve their profit from the market (Amalia, Indrawati and Ruswanti 2021).

Employee engagement is one of the important aspect of every organisation which contributes directly towards the success of the organisation within the market for a longer period of time. As a result there are several types of employee engagement activities that the organisations can take into consideration which are as follows:

• Cognitive engagement: the cognitive engagement means that employees are engaged and aware of every aspect about the organisation plans and also know what they need to achieve in order to provide the organisation with best possible returns from their efforts. This respect is mainly dependent upon the transparency that is being maintained within the organisation where the vision and the strategies of the organisation by the employees and they know their role about how to contribute towards the goal of the organisation (Fachrunnisa, Adhiatma and Tjahjono 2020). For instance, the digital marketer of the company is responsible for increasing the reach of the organisation across the market.
• Physical engagement: in order to make the employees provide more energy within the organisation and improve their performances the organisation encourages its employees so that they are physically and mentally healthy to give their best within the workplace. As a result they provide their employees with various benefits like medical and dental coverage and also provide game with continuous mental health support by providing counselling sessions (Satata 2021). This helps in building a healthy workplace and also improve the performance of the employees within the organisation.
• Emotional engagement: another importance engagement strategy of the organisation is an emotional engagement which refers to the commitment of belongingness and confidence within the organisation of the employees. The organisation tries to provide the employees with every benefit which an employee looks for within the organisation where he wants to work, which make them feel happy (Barreiro and Treglown 2020). As a result employees tends to stick with the company for a longer period of time and give their full effort for enhancing the performance of the organisation.

Employee engagement is an important aspect of the organisation as the result it is important for the human resource executives of the organisation to understand what are the factors that motivates and drives the employees to provide their 100% in their work and invest them personally within the work (Shaik and Makhecha 2019). So there are several drivers which helps in encouraging the employee engagement which are as follows:

• Meaningful work: when the employees are provided with work they always wanted to do they feel more engage with the work and give their best performance for that work as a result they get self-motivated. For instance, a person who is good at creative thinking need to be working in advertising department rather than sales department.
• Career growth: when the employees sees that the organisation is continuously providing them with training and development sessions to enhance their skill which will help them to grow professionally in future they feel more engaged. For instance, providing the mid-level professionals with higher degree for which the cost will beard by the organisation.
• Empowerment: when the employees within the organisation are provided with the authority to take decision they feel most self-motivated and engaged with the organisation. For instance, employees have the right to choose their work time.
• Recognition: when the employees get praise from the management for the good work they did within the organisation they feel motivated and give better performance.
• Leadership: a proper leadership is also a driver towards employee engagement as they understand the need of the employees and provide them with various supports to work efficiently. For instance, the leader understand with skill the individual need to enhance in order to work better during the organisation and provide regular feedback.
• Fulfilling work relationships: the culture of collaboration and team building activities within the organisation help to maintain the relationship which also increase the employees to get engage with the organisation and feel motivated to work. For instance, developing free zones within the workplace, where everyone can communicate with each other in respective of their designation (Viloria 2018).

In order to identify that the strategies that has been implemented within the organisation for encouraging employee engagement activities are performing well it is liquid to measure the employment engagement as a result there are some tools which can be used for measuring which are as follows:

• Employee Reward and Recognition Programs: the employees word and recognition program helps the organisation to keep track of the performance improvement of every individual by providing them with rewards and recognitions within the organisation which also help them to understand whether the strategies implemented within the organisation has better the performance of the individuals or not (Cote 2019).
• Frequent Employee Surveys: conducting regular survey of the employees helps the organisation to understand the perception of the employees regarding the new strategies that has been implemented within the organisation to understand whether it is effective or not (Kim, Park and Headrick 2018).
• Have Frequent One-On-Ones: doing face-to-face or one-to-one conversation within the organisation helps to understand the individual perspective better and also the organisation will get a detail performance track report of the new strategies that has been implemented (Downes 2020).
• Conduct Exit and Stay Interviews: conducting the stay and exit interview helps the organisation to identify the areas which need to be focus upon due to which the employees are existing or staying within the organisation also help to track the existing employee engagement strategies (Reyes, Aquino and Bueno 2019).
• Make Small Focus Groups: creating small Focus group within the organisation by taking individuals from different level of the organisation will give a detailed overview regarding the employment engagement activities success within the organisation (Opoku?Dakwa, Chen and Rupp 2018).
• Measure Productivity Metrics and Retention Rate: in order to measure the success rate of the employment engagement activities the best keep performance indicators that the organisation can adopt is the productivity Matrix which will give the overview of the improvement in productivity within the organisation and also the improvement rate of retention (Ferreira et al. 2019).

After analyzing the detail employment engagement activity and concepts that the organisation need to adopt. The organisation need to focus upon creating the employee value proposition in order to provide their employees with benefits in return of the skills, values and competencies that the individual brings within the organisation and contributes towards the success of the organisation (Pawar 2020). So the employee value propositions that the organisation can adopt in order to enhance the employee engagement within the organisation are as follows:

• Firstly the organisation need to former reward structure within the organisation so that the employees were performing exceptionally well for the organisation and contributing immensely towards the success of the organisation need to be recognized organisation and will be provided with financial rewards as a compensation for the hard work the individual has done within the organisation. For instance, providing the employees with free tour with the family for meeting the target continuously in the quarter.
• Providing the employees with other benefits which will not only take care of the employees but also help them guys to take care of the family by providing the family health care insurance, medical benefits, house rent allowances, education support, etc. This will encourage the employee to perform better by utilizing their full capability and skills.
• Providing the employees with career development opportunities within the organisation by enhancing their skills and providing them career progression degrees which will be paid by the organisation in order to enhance the skill and health them to grow in professional life.

Benefits of employee engagement to the organization

The strategies that can be incorporated within the organisation in order to raise the level of engagement which are as follows:

• Organisation should restructure their core values in order to incorporate several aspects within the core values life collaboration, communication and transparency within the organisation need to be practiced.
• Providing every individuals who are associated with the organisation with career development opportunities so that they can grow within the organisation and recognize there performance on a regular basis.
• Enhancing the culture of providing continuous feedback to the employees regarding the performances and also trying to understand the prospective of the individuals.
• Developing the sense of accountability within every employees by providing them with additional authorities and responsibility regarding the organisation and also listening to their perspective in the organisational process.

Conclusion

The report has given a detail overview about the importance of employee engagement activity within the organisation which is needed to be incorporated in order to enhance the performance of the individual associated with the organisation and also improve the market position of the organisation by achieving the organisational goal effectively and efficiently. The organisation has already taken into consideration several strategies like flexible working hours, remote working facility, restructuring the roles within the organisation, and making the organisation safe from the pandemic. But after doing a detailed research about the employee engagement activities it has been identify that there is several of the respects which can be incorporated to raise the level of employee engagement like reward and recognition strategy, career progression strategy, and providing the employees with added responsibility and authority.

Reference List

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