Friday, 10 April 2015


In today’s world face with much competition, every organization looks forward to retain the best employees. In the same light, every company seeks to attract high talented graduates from high prolific universities to become part of their team. In order to attract and keep employees within an organization, it is primarily important for organizations to have well developed system of employee engagement. Specifically engagement is in two dimensions; the duty of the organization to engaged the employee, who in turn has a choice about the level of engagement to offer the employer.
Employee engagement is simply “a positive attitude held by the employee towards the organization and its values. An engaged employee is aware of the business context, and works with colleagues to improve performance within the job for the benefit of the organization. The organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee.”

Generally, two methods have been recommended for use in the measurement of employee engagement by Human Resource Experts: The Questionnaires method and through Surveys, which may either be in the form of self – report surveys or online surveys or both. More importantly, there exists some basic criterion which need to be considered when doing employee engagement measurement. The first is vigor, which rest on the level of energy, resilience and persistence at work. Secondly is dedication, which takes on the mental and emotional state, reflecting enthusiasm and inspiration.

The value of implementing a good engagement system in a company cannot be overemphasized. Managements who have been able to put this into practice are already enjoying the fruits of it. Companies that have a well design engagement system enjoy a positive effect on reputation and a stronger financial outcome. These companies and organizations are able to attract and keep top talent employees through their employee engagement program. It is equally vital to note that engage employees are more productive, more profitable, more customer-focused and less likely to leave the company. These are the benefits that employee engagement brings to a company.                                                                          
It is generally believe that the best method to gain competitive advantage is by creating an engaged workforce. The aim of this article is all about making Executives to see the reasons why they should make employee engagement one of their top priorities. This remains one of the hidden secret behind organization success. Managers should actively try to identify the level of engagement in their company, seek reasons behind lack of full engagement, make an effort to uproot those reasons, and put in place strategies that will ease maximum engagement. This process should be ongoing.
It is generally difficult to attain full employee engagement, and if not sustained by leaders it can wither with relative ease. It is fitting to conclude here with some ways that executives can use to improve employee engagement.

Top managers, in order to improve engagement of employees in their organization, must seek to know what motivates their employees and to verify whether they have the right line managers. Managers should strive to share the version of the company with their employees while equally setting goals at the beginning of every financial year and these goals should be made known to every employee. Another means to improve engagement of employees is by empowering the employees meanwhile regular feedback's should be gotten from those concern. However, the strongest driver of all in employee engagement is when employees feel valued and involved.


1 comment:

  1. This is a great inspiring article. I am pretty much pleased with your good work.You put really very helpful information.

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