Global Trend in Employee engagement

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

Source : (Hewitt, 2015).

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].

Benefits of Employee Engagement and Recognition

 

Financial and non-financial benefits have a major impact on employees' job motivation and their level of job satisfaction (Desenzo and Robbins, 2010; Hale, 2009; Severinson & Hammelwall, 2001). Recognition plays a major role, and it could be simply classified as appreciating and accepting their hard work. (Caligiuri et al., 2010; Nelson, 2005; University of Iowa, 2009).  According to Gostick and Elton (2007), It could even be in the form of a personal note to show how important that employee is.

 

Figure 05: The Benefits of Employee Engagement:

Source: (Harter, 2002)

1. Higher Employee Satisfaction: Employee satisfaction is crucial to the success of a company. High employee satisfaction is directly related to low turnover. Therefore, maintaining employee satisfaction should be a priority for every employer (Gregory, 2011). Ex: Sri Lanka  Insurance company has a strong leadership team and dedicated employees are dedicated to the company’s success, and in recent years have helped drive rapid business growth (srilankainsurance.com, 2019 p52)

2. Higher Retention and Lower Turnover: Employee turnover and increase retention higher Productivity: Engaged, motivated workers have higher employee satisfaction, which leads to enthusiasm in employee job role and overall company growth in the form of higher retention and lower turnover; higher productivity (Sundaray, 2011). Ex, according to Ceylon Tobacco Company as competition for good people intensifies, they need to build a strong and clearly differentiated reputation as an employer. For many people, the attractions of a rewarding career with a major international business that values their contribution and supports their professional learning and development, are key factors in their decision to work for Employer (ceylontobaccocompany.com, 2020).

3. Increased Profitability: Through suggestions, based on key factors to increase employee engagement and productivity. The organization successfully attracted customers and employee’s profitability (Heymann, 2015).

4. Less Absenteeism: When employees are absent, work does not get done. The availability of care for sick children reduces work/family conflict which, in turn, results in less absenteeism engaged employees take less sick days—not only because employees want to be at work (Goff, at al, 1990).

5. Increased Employee Loyalty: Maintaining the loyalty of survivors in a scaled down environment is a challenge management practitioner. Theorists suggest empowerment and rich work is the mechanism (Brian et al, 2001).

Video 07:  Benefits of Employee Engagement

Source: (The Benefits of Employee Engagement, 2019)

Video 07 describes, why does employee engagement matter? The answer is cushy. Whether you know it or not, your company’s bottom line depends on the satisfaction and happiness of your employees. Increased satisfaction and happiness always lead to better retention as well as increased productivity and profitability.

 Recognition or appreciation of one’s work could lead to job satisfaction and build self-confidence (Keller, 1999).  According to Allen and Helms’ (2002) research’s finding has come to light that regulation appreciation could help the organization achieve goals and targets.

The ways of recognition

Recognizing or accepting of an employee’s hard word does not necessarily have to be of monetary value. It could be a way of mentioning the individuals name is the team meeting, huddle or even in a firm wide email. Posters, banners or even in a notice board in the front area of the office premises would help employees feel appreciated (Darling et al., 1997; Nelson, 2005; University of Iowa, 2009).

According to a member of customer success team at 6Q in Australlia, (R, 2019), employees could be recognized in many ways.

• Top employee of the month

• Employee recognition programs

• Having them posted in the company’s annual calendar

• Firm wide email/social media

• Company’s magazine or journal article

Video 8.0: Employee Recognition

(Source: CommLab India, 2011)

According to below video 8.0: states that It is always great when an employer is able to recognize an employee’s contributions. While bonuses and raises are certainly popular and well-received, there are many other ways to show your appreciation on their hard work. Be creative and consider options such as a catered lunch, paid time off or an employee party. Even the gesture of personally thanking employees for a job well done will go a long way toward keeping your team engaged and motivated. 

List of References:

 

Allen R. and Helms M. (2002). “Employee perceptions of relationships between strategy rewards and organizational performance”, Journal of Business Strategies, Vol. 19, No. 2, pp. 115-139.

Caligiuri P., Lepak D. and Bonache J. (2010). Global Dimensions of Human Resources Management: Managing the Global Workforce, Hoboken, NJ: John Wiley & Sons, Inc.

Creative Ways to Give Employee Recognition. (2011). [video] CommLab India.

Darling K., Arm J. and Gatlin R. (1997). “How to effectively reward employees”, Industrial Management, Vol. 39, No. 4, pp. 1-4. DeCenzo D. A. and Robbins S. P. (2010). Fundamentals of Human Resource Management (10th ed.), Hoboken, NJ: John Wiley & Sons, Inc.

DeCenzo D. A. and Robbins S. P. (2010). Fundamentals of Human Resource Management (10th ed.), Hoboken, NJ: John Wiley & Sons, Inc.

Gostick A. and Elton C. (2007). The Daily Carrot Principle: 365 Ways to Enhance Your Career and Life, New York: Simon & Schuster.

Goff, S.J., Mount, M.K. and Jamison, R.L., 1990. Employer supported childcare, work/family conflict, and absenteeism: A field study. Personnel psychology, 43(4), pp.793-809.

Gregory, K., 2011. The importance of employee satisfaction. The Journal of the Division of Business & Information Management, 5, pp.29-37.

Heymann, M., 2015. Spotlight on service: Integrating workforce management with employee engagement to optimize customer satisfaction and profitability. Global Business and Organizational Excellence, 34(5), pp.6-12.

Keller J. M. (1999). “Motivational systems”, in: H. D. Stolovitch & E. J. Keeps (Eds.), Handbook of Human Performance Technology (2nd ed.), San Francisco: Jossey-Bass/Pfeiffer, pp. 373-394.

R, H. (2019). 7 Awesome Methods for Employee Recognition. [online] The 6Q Blog. Available at: https://inside.6q.io/7-awesome-methods-for-employee-recognition/ [Accessed 26 Sep. 2019].

Sundaray, B.K., 2011. Employee engagement: a driver of organizational effectiveness. European Journal of Business and Management, 3(8), pp.53-59.

University of Iowa (2009). “Reward & recognition”, available online at: http://research.uiowa.edu/pimgr/?get=reward.