It refers to how committed and engaged an employee is in their work and the organization which they work for. It assesses an employee’s psychological investment in their work and the company. Employee engagement can have a significant effect on the success of a company. Employees who are engaged are more productive, innovative, and driven, and they are less likely to quit the company. This, in turn, results in increased customer satisfaction, revenue, and notoriety (Smith,2022). Employees who are engaged have several attributes:

They are more productive. Employees who are engaged are often more productive and efficient because they are motivated to do their best work and contribute to the success of the organization. This often happens especially when the management and the employees have a good rapport (Smith,2022).

They meet the needs of customers in the following ways: Employees who are engaged are more likely to provide high-quality service and go above and beyond to meet the needs of customers, resulting in higher customer satisfaction. Once customers are satisfied, they remain loyal to the organisation (Smith, 2022).

There is low or no turnover: Employees who are engaged are less likely to leave the company, which reduces the cost and effect of turnover on the organization. Instead, they work hard to receive promotions, pay rises and other forms of reward (Smith, 2022).

They have a better reputation: Companies that have high levels of employee engagement have a better track record, which attracts both customers and top talent.

They are full of imagination: Employees who are engaged are more creative and innovative, which leads to new ideas and solutions that can propel the company forward (Smith,2022).

There are various factors that can foster employee engagement which include:

Balance between life and work: Employees who have a great balance between life and work are more likely to be engaged and feel encouraged to work. This is because they have no confusion or disorderliness that could affect their performance (Tenny, 2021).

Rewards and recognition: Employees who feel valued and acknowledged for their efforts are more likely to be engaged (Tenny, 2021).

Leadership: Leaders who are encouraging, transparent, and accessible can help create a culture of engagement (Tenny, 2021).

Career nurturing opportunities: Employees who feel like they are growing and developing in their careers are more likely to be engaged (Tenny, 2021)

References

Smith, T.,2022, What Is Employee Engagement? Definition, Strategies, and Example. Available at: https://www.investopedia.com/terms/e/employee-engagement.asp.

Tenny, M.,2021, Good Examples of Employee Engagement – Business Leadership Today. Available at: https://businessleadershiptoday.com/what-are-examples-of-employee-engagement/.