Engaged Employees

Posted  | 3 Comment(s)  |  by Sandra Cubas, Career Partners International - Peru

An engaged employee is one who is happy while at work, feels pride in the company, helps create a good working environment, and motivates other employees to achieve and surpass organizational goals.

Engaged individuals definitely generate value for the organization and will support its development. They are also less likely to seek other employment options or accept a competing job offer from other companies.

One key aspect of finding and/or creating an engaged employee, from my point of view, begins with good selection processes, where candidates are shown the company culture, where the role fits into the organization’s goals and how they will contribute to the overall success of the organization.

Engaged employees produce positive benefits for organizations.An engaged employee will worry about producing positive results and/or profit for the organization and generating cost savings for it as well. This helps create a more competitive organization in the marketplace.

There is no formula to measure the level of engagement for employees. Most organizations conduct employee engagement surveys which are followed by employee focus groups based upon the findings of the engagement surveys. This approach allows organizations to identify and better understand the drivers as well as the obstacles to engagement. The results obtained from surveys and focus groups enable leaders to take strategic action to improve the levels of employee engagement. Many of these initiatives are most effective over the long-term and should be treated as ongoing and continuous initiatives.

The idea is that each company can perform an analysis of their current situation and develop the best strategies to adopt for your organization to improve employee engagement levels. Some of the most important and effective strategies are:

Disengaged employees produce negative effects for companies and should be assessed and addressed to improve engagement.A disengaged employee can be benign but most produce negative effects for organizations including adverse economic impact. Some of the major negative effects of disengaged employees are:

Disengaged employees often will not stay in an organization because they do not share the same ideologies as the rest of the organization. Ideally, try to analyze the situation and find a solution to disengagement through an analysis of your currently engaged employees, but if there is no positive change after addressing the issues then consider removing the person. Disengaged employees can spread discontent among other employees, creating a cancer in the organization. So it is important to address disengagement quickly and effectively. If this cannot be done, the best solution may be removal.

Without expertise, employee engagement and the measurement of it can be misunderstood and difficult to improve. By working to first identify engagement levels and the drivers of engagement or disengagement and then creating strategic initiatives to further or re-engage employees, it is possible to greatly improve the profitability and productivity of your workforce.


Career Partners International provides top quality talent management services to organizations of all sizes. Their offices around the world help assessengagedevelop, and transition talent in any industry. To find out more about Career Partners International and how you can maximize your organizational performance, reach out to an office near you or contact us today!

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Comments

  1. Kari Berg's avatar
    Kari Berg
    | Permalink
    I absolutely agree that engagement starts with selection! Finding a good cultural fit for both the employee and employer is very important. After a hire is made, the manager should continue to check in with the new employee around engagement issues, making sure that they are settling into their new role well and are have appropriate goals.
  2. Michael McDonald's avatar
    Michael McDonald
    | Permalink
    I also agree that engagement starts with selection. If an employee has limited interest in/affinity to a company or a position or they are just not a good fit, how could one expect that employee to engage or remain engaged after the "honeymoon" of getting hired. Effective on-boarding and continuing feedback & coaching are also essential.
  3. Sandra Cubas's avatar
    Sandra Cubas
    | Permalink
    Many companies or organizations does not give the importance to the selection process and only after the hiring process they realice that it really was the "key" tu success

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