Employee Engagement Examples

Employee Engagement has emerged as a term in the recent years and has become a focal point of all discussions. An “engaged employee” is one who is fully involved in, and enthusiastic about their work and will act in a way that will further their organization’s interests. The concept of employee engagement describes the extent to which the employees are involved with their work.
The term ‘committed employees’ has been used as a synonym for ‘engaged employees’ (Fleming, Coffman and Carter,2005). Harter, Schmidt and Hayes (2002) have defined employee engagement as the satisfaction and involvement an individual has for their work. The Chartered Institute of Personnel and Development (2006) have taken into consideration three dimensions- cognitive,

There can always be more than one way to improve the level of employee engagement in a company. A range of practices have been adopted by the organizations for improving the overall level of engagement of the employees. Some examples of employee engagement practices that are being implemented at the corporate level are as follows:
 Employee engagement in Tata Motors is Tata club at Jamshedpur, where the families of the employees come together and it helps in promoting the creativity of the employees as well as the value of education for their children.
 The best performers and the new joiners for the month are rewarded with a special dinner/lunch with the Chief Operations Officer at Bharti Airtel Ltd.
 In Godrej and Boyce, each divisional personnel head organizes initiatives like annual get-togethers, online quizzes, Saturday casual dressing, lights –off day, team lunches, Dushera/diwali

A better financial performance is generated in the private and public sectors with by employee engagement (MacLeod and Clarke,2009,p34). They also argue that improving engagement correlates with improving performance (2009,p.11).A finding based on data from survey of 664,000 employees from 50 companies has shown that the operating income of the employees has improved by 19.2 percent over 12 months, in companies with high levels of employee engagement. Another research by Gallup (2006) has suggested higher customer advocacy and higher productivity as the benefits of employee engagement, in addition to profitability.
Gebauer and Lowman (2008,p9) have argued that no research answers the question as to which comes first, performance or engagement. Employees have an energetic and enjoyable connection with their work who are engaged properly (Kahn,1990 ;Macey and Schneider,2008).Kahn has given the conditions of meaningfulness, safety and availability as the indicators to the development of