Employee engagement is defined as an employee’s dedication not only to their job but also to the organization as a whole, which can have a substantial impact on productivity. Employees that are highly engaged put in more discretionary effort for their employers and are more determined to excel at their work. There is no single factor that influences employee engagement; rather, it is a state of mind that is influenced by how well the workplace supports individuals’ attitudes, motivations, and goals.

Randstad completed an engagement study to see how employees and employers felt about work-related engagement issues. The basic premise is the more active an employee’s engagement is, the better the business will perform overall. This makes sense, since having a legitimate interest in what you doing always helps with your effort and concentration. And if employees are engaged they will normally take ownership of their duties. This concept will help the company to have better morale and performance overall.

They surveyed 2000 employees and over 500 employers. They asked how the employees felt about their work and the reasons why they might leave their job. They also asked questions about compensation and if they deserved to get a raise. Overall, employees tended to view their job in a positive light. The results also show that employers are even more enthusiastic about employee engagement.

Here are some major differences between how employees and employers perceive engagement. When employees are asked if they enjoyed going to work a majority of 67% agreed that they did. Employers, on the other hand, were much more positive, with 81% thinking their employees enjoy going to work on a daily basis. Most employers (92%) felt that they helped their employees reach their career goals. However, only 59% of employees felt their employer helped with their career development. With those responses right there you can see the dichotomy between both groups. It all comes down to a perception driven by different stakes within the company. Employees were most happy when they received a promotion or were given more workplace flexibility. With the ubiquitous of technology, giving employees more flexibility to telecommute, should be easy. And when it comes to most Long Islanders you can understand why they would want to avoid the LIE during rush hour, and spend more time home and less time dealing with traffic.

Employee Engagement

Another topic they brought up as employee empowerment. Both parties agreed that if employers listened to the employees, then there would be better performance. But once again there is a significant difference between what each party perceives. While almost every manager (96%) interviewed said they value the employee’s thoughts, only 75% of employees felt that their bosses seriously considered what they said, or felt there was value-added.

In conclusion

Employees who work for engaged leaders are more likely to work for them. Managers and senior executives who walk the walk and talk the talk help to strengthen trust in the company’s mission and leadership. Most employees, realistically, look on their immediate supervisors to help them make sense of the larger business, create their objectives and goals, and assess how their personal views align with the company’s mission. As a result, managers must set an example of a positive attitude and manner in the workplace.

Reference: https://rlc.randstadusa.com/for-business/learning-center/employee-engagement/engagement-is-a-state-of-mind-1

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