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HR Zone » Human Resource Management » Employee Engagement - Do we really understand?

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Employee Engagement - Do we really understand?
Shilpa
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Posted 21-02-2009Reply

I cannot help but wonder, how many of us understand what does Employee Engagement actually mean? As widely as this term is used in difficult times like this, is most often misinterpreted as Employee Satisfaction. I would like to know views of hrlink members for this term.... What do we understand by Employee Engagement?

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Harish
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  Rated +6 | Posted 21-02-2009

To begin with, let me welcome you to hrlink, a great place to be. I am sure you would enjoy your stay here.

My take on Employee engagement :

Employee engagement is a wholesome term, which is measured in terms of various factors. Engagement of an employee to his firm is studied under three heads - fully engaged, partly engaged, fully dis-engaged.

To classify if an employee is engaged is not depends on a multitude of factors like his subordinates, peers, superiors, his emotional state, financial problems, family problems, recognition for work done, office environment, etc.

Some details about each of them:

Subordinates/Peers/Superiors : An employee's engagement levels depend not just on his work but also the work and attitude of his subordinates, peers and superiors. Unless there is a congenial work environment, bias free culture, employees are never engaged. Rather it gives rise to a state where some percentage of employees are partly engaged and some others are fully dis-engaged. There might be a very less percentage of employees who would be fully engaged.

Emotional/Financial/Family factors : External factors like the current emotional state of the employee would also determine the engagement levels of the employee. In case of an employee who has lost his motivation because of external factors, it would need identification and counseling, which often helps. In case of Financial & Family problems too, he would be fully-disengaged. In such cases too, counseling helps. This is purely personal in nature and might not impact the overall team/floor/organization, but unless it is addressed immediately, it might turn into an issue which would have a ripple effect on the team morale.

Recognition/Office environment : Employee engagement also depends to a large extent on the rewards & recognition policies of the organization. In fact, Gallup does this Employee Engagement surveys where an employee is asked twelve simple (patented) questions and the results are calculated on individual, team, group, organization levels to check for Employee Engagement levels. One of the questions is "Have you been recognized in the last seven days by your superior ?" This underlines the importance of recognition at the work place.

Cheers !!!

Ramakrishna Varma
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  Rated +1 | Posted 21-02-2009

To begin with, let me welcome you to hrlink, a great place to be. I am sure you would enjoy your sta... See Harish's complete reply


Great take Harish!

Informative... I liked way you categorized the factors. The Gallup question on recognition is very helpful to measure the engagement / levels of employee satisfaction.

Would you mind sharing the other 11 questions as well?

RK

Rinku
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  Rated +3 | Posted 21-02-2009

To begin with, let me welcome you to hrlink, a great place to be. I am sure you would enjoy your sta... See Harish's complete reply


Great take Harish!



Informative... I liked way you categorized the factors. The Gallup... See Ramakrishna Varma's complete reply


Thanks for the detailed information Harish . It was indeed very helpful. I was very curious to have a look at the remaining 11 questions coz it would actually help me analyze the engagement level of my employees at work and hence quickly managed to get the questions.

Here are the 12 questions to measure Employee Engagement:
• Do you know what is expected of you at work?
• Do you have the materials and equipment you need to do your work right?
• At work, do you have the opportunity to do what you do best every day?
• In the last seven days, have you received recognition or praise for doing good work?
• Does your supervisor, or someone at work, seem to care about you as a person?
• Is there someone at work who encourages your development?
• At work, do your opinions seem to count?
• Does the mission/purpose of your company make you feel your job is important?
• Are your associates (fellow employees) committed to doing quality work?
• Do you have a best friend at work?
• In the last six months, has someone at work talked to you about your progress?
• In the last year, have you had opportunities at work to learn and grow?

Ramakrishna Varma
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  Rated 0 | Posted 21-02-2009

To begin with, let me welcome you to hrlink, a great place to be. I am sure you would enjoy your sta... See Harish's complete reply


Great take Harish!



Informative... I liked way you categorized the factors. The Gallup... See Ramakrishna Varma's complete reply


Thanks for the detailed information Harish . It was indeed very helpful. I was very curious to have ... See Rinku's complete reply


Thanks so much for the questions!

I liked them a lot. A lot of research might have gone into that.

Looking forward to getting the survey implemented at our company soon. Would appreciate any implementation inputs from you, Harish, and other members - how often is the survey done, how are the responses measured, what action is taken, etc.

RK

Harish
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  Rated +4 | Posted 21-02-2009

Thanks RK & Rinku.

Thanks Rinku for the questions. The questions are available as :


1. Do I know what is expected of me at work?

2. Do I have the materials and equipment I need to do my work right?

3. At work, do I have the opportunity to do what I do best every day?

4. In the last seven days, have I received recognition or praise for doing good work?

5. Does my supervisor, or someone at work, seem to care about me as a person?

6. Is there someone at work who encourages my development?

7. At work, do my opinions seem to count?

8. Does the mission/purpose of my company make me feel my job is important?

9. Are my co-workers committed to doing quality work?

10. Do I have a best friend at work?

11. In the last six months, has someone at work talked to me about my progress?

12. This last year, have I had opportunities at work to learn and grow?

The source is http://www.studergroup.com/newsletter/Vol1_Issue1/gallups12questions.htm

Having said this, let me state it that these are patented questions and their patent rights are with Gallup. I had the good fortune to be a part of this particular questionnaire and have seen it working effectively. In fact the results were amazingly objective, a dream for any performance evaluation team.

Harish
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  Rated +1 | Posted 21-02-2009

To begin with, let me welcome you to hrlink, a great place to be. I am sure you would enjoy your sta... See Harish's complete reply


Great take Harish!



Informative... I liked way you categorized the factors. The Gallup... See Ramakrishna Varma's complete reply


Thanks for the detailed information Harish . It was indeed very helpful. I was very curious to have ... See Rinku's complete reply


Thanks so much for the questions!



I liked them a lot. A lot of research might have g... See Ramakrishna Varma's complete reply


Hi RK, I do have a very clear idea about how to implement it. Its done once a year by some organizations, others do it twice a year. Needless to say, it would depend on the orgnization's needs.

In terms of how to implement it, I am not sure if it can should be implemented by anybody other than Gallup organization. You might want to check on that aspect. As always, I am always there to help.

Bichi
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  Rated 0 | Posted 21-02-2009

To begin with, let me welcome you to hrlink, a great place to be. I am sure you would enjoy your sta... See Harish's complete reply


Thnx Harish by sharing your view...Its a great topic to discuss on the forum as its a concern for every employee in their workplace

Regards,
Bichi

Shilpa
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  Rated +2 | Posted 21-02-2009

Hi Harish, Ramakrishna and Rinku

Thanks for your replies

You are right Harish, engagement questions are almost what you told us, though every consulting organisation has a set of patented questions which they use.

I work in such a team which conducts Engagement Surveys throughout the world in Hewitt, and I was quite disappointed when I found that most of the people I met from HR domain didn't know anything about Engagement.

But, I've found quite intelligent friends in you all, who are well aware of the arena they are working in.

Thanks for instilling my trust back in HR folks!
Keep Smiling !
Have a wonderful day!! :o)

xxyyyss
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  Rated +3 | Posted 22-02-2009

Many thanks to the information shared by everyone on this topic.

I would like to add Employee engagement can be treated in holistic way with respect to all the points enunciated by each and everyone who have tried to contribute and participate in the posting.

The real point is today HR recognises the people centric approach coupled with business or technological thinking.


krishna
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  Rated 0 | Posted 23-02-2009

its really nice to see good topics are starting and respondign promptly. very good platform, i regret to join in late.

shilpa first accept my congrats. its burning topic and very much needed to discuss.

from india point of view, we indians are committed and engagaed as far as job expetations and job aspirations are concerned. i feel its more concerned to west and european countries.

but sharing best practices is not bad. y i told like this, we indians have family-oriented and societal-oriented approach. so we r committed to the family we come from and live with, committed to the society we live in and ofcourse the place we work for.

but due to some unavoidable situations, we r deviating little bit. we should stick to our culture and mind set, should not become purely COPY CATS.

i am not telling that i am indian. its what our indians are.

great to be part of this discussion. i am ready to give clear clarifications, if anybody wont accept my view



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