Globally Top Employee Engagement Drivers
Hewitt (2015) research has shown that
some of work experience areas are more important to improving engagement than
others and also according to the research The key drivers below were identified
as the priorities for making engagement happen.
Figure 07:
Global Engagement Drivers
According to the research there are
three most important engagement drivers of participation.
1.
career opportunities
2.
Reputation
3.
Compensation
Keep it consistent from 2013 to 2014 and
most top 5 drivers are relatively consistent Across regions and markets. It is
also consistent that only about half of the employees It is essential to these areas,
and these areas are crucial to their participation. under these circumstances
In terms of career opportunities, most employees do not see the way forward
plan with the Organization, which has an impact The employee said, stay and
work hard. Also the combination of mentioned top engagement drivers displays
few insight Employees in various regions. (Hewitt, 2015).
Video
09: Employee Engagement Global Trends
Source:
(Optimum Leadership TV, 2011)
This video demonstrates about How Organizations should shift their thinking pattern and employee behaviours from old industrial model to new social network and how world influencing more employees to "opt-in." in other words treating employees like volunteers.
Employee
Engagement in Global Companies
The concept of
employee engagement is identified by the founders - Google (Larry Page and
Sergey Brin) as the foundation to make Google a great place to work through
valuing their employees. Google keeps people inspired by providing them the
freedom to manage their work in a flexible way to allow employees to work from
home when needed, adopt flex schedules, and increase the amount of personal
time employees get each year or allow employees to take their personal time in
hours not days. Google ensures employees are given the most inspirational,
Flexible unique work environments to think out of the box & generate new
ideas to succeed Google’s goals (Culture Summit.com, 2019).
Google Office Environment
Source: Andrea
Loubier, 2017
Video 10
–Further Illustration of Google strategies of engagement
(Source –
Google,2013)
Employees who work at google
self-motivated and committed to their work, where the employees are enjoying,
·
Free foods every day(Organic)
·
Free classes and lectures
·
Relax Office environment creates them to work freely and with less
stress.
·
Gym and fitness facility
·
Free health and dental
·
Free Haircuts
·
Free dry cleaning
·
Death benefits
·
Nap pods (CBS News, 2013)
The organization believes engaged
employee will increase organization’s productivity. Hence organization looks
like a playground, not an office for employees to work happily.
Conclusions
The concept of employee engagement that
evolved in the recent era is a positive attitude held by the employees towards
the organization and its values. Engaged employees lead to individual
performance, increased productivity, retention, customer loyalty and
profitability ultimately to the organizational performance. Engaged leadership
plays a main role in employee engagement as it is impossible to have engaged
people in organizations where there is no engaged leadership. At the same time,
it is very important to have an appropriate organizational culture & job
design in order to successful employee engagement. Employee engagement should
be a continuous process of learning, improvement, measurement, and action as it
has been proven throughout this article that employee engagement is a main
aspect of Enhancing organizational performance through individual productivity.
List of Referencing:
CBS News (2013). Inside Google
workplaces, from perks to nap pods. [online] Available at:
https://www.cbsnews.com/news/inside-google-workplaces-from-perks-to-nap-pods/
[Accessed 10 Aug. 2019].
Deloitte US (2012) Employee engagement
and retention: Always on | Global Human Capital Trends 2016 [online]. Available
at: <https://www.youtube.com/watch?v=nH7_2J7JLfs.>. [Accessed on 27 April
2020].
Google (2013). Further Illustration of
Google strategies of engagement. [video] Available at: https://youtu.be/9No-FiEInLA
[Accessed 9 Aug. 2019].
Hewitt, A., 2015. 2015 Trends in Global Employee Engagement. Global Engagement Practice Leader, [online] p.26. Available at: <https://www.sigmoidcurve.com/assets/Uploads/2015-trends-in-global-employee-engagement-sigmoid-connect.pdf> [Accessed 29 April 2020].
Optimum Leadership TV (2011) Employee Engagement Global Trends [online]. Available at: <https://www.youtube.com/watch?v=FZsmnX_Bkvo>. [Accessed on 30 April 2020].
According to Human Resources Today 2020, due to the globalization, high digitalization and new generations entering the workforce, the faster a company can evolve alongside shifting consumer and employee engagement trends, the better equipped they are to survive in the long run. At the 2019 Achievers Customer Experience (ACE) conference for HR innovators, people leaders at Air Canada, Samsung Electronics America, Medxcel, and Quest Diagnostics shared their best practices for engaging their people in 2020.
ReplyDeleteHi Thusitha, Thanks for adding more details to my blog. Organizations considered an ‘employer of choice’ are more likely to have higher levels of employee engagement as they create workplace environments in which employees feel respected and valued, and the connection they feel with the organization is such that they are willing to exert discretionary effort in the pursuit of its success (Leary‐Joyce, 2004).
DeleteOver the last few years, the Rewards and Recognition dimension was the strongest driver of engagement globally, followed by Senior Leadership, Career and Development, Employee Value Proposition and Enabling Infrastructure. Now, employees want more exposure to senior leadership and strategy. Strengthening of skills and gaining relevant knowledge that can be applied later in their tenure are also in high demand among employees. (Oehler 2020).
ReplyDeleteHi Melissa, Thank you for your comment! An effective communication on clear and shared values with promoting timely recognition which are key roles played by the manager (Sinclair et al., 2008), therefore, based on the work done by the employee It is important highlight they are valued and appreciated (Robertson-Smith and Carl Markwick, 2009).
DeleteEmployers naturally want to encourage workers to perform prescribed and voluntary activities while avoiding proscribed ones. To achieve these goals, organizations use a number of HR practices that directly affect the person, process and context components of job performance. Employees’ reactions to these practices determine their levels of engagement and commitment (Vance, 2006).
ReplyDeleteThank you for your comment, Malithra! While I agree that the factors listed above can influence the engagement levels of an employee, I also believe an organization should have HR practices that makes sure that an employees age, race, gender and seniority do not play a role in how the employee is treated in the organization. As discussed on my blog post, it's crucial that an employee engagement survey captures those factors so that the responses can be analysed in order to diagnose any issues (Robinson et al., 2004).
DeleteThis comment has been removed by the author.
ReplyDeleteIn order to attract and retain the best talent anywhere in the world, an organization must have a strong and positive employer brand (Brewster et al., 2005)
ReplyDeleteEngaged employees work effectively and efficiently for the organization And the technology adds more fun to the employee engagement and the team-building of the employees. As employees are virtually connected with each other through digital platforms. Driving online employee engagement activities could be one of the most important factors for the organizations
ReplyDeleteWe'll share 50+ Online employee engagement activities to help you drive up employee engagement at the workplace. These activities will reduce absenteeism, improve morale and boost profits through increased productivity.
ReplyDelete