- HRM Tutorial
- HRM – Home
- HRM – Introduction
- HRM – HR & Business Strategy
- HRM – Planning
- HRM – Talent Management
- HRM – Training & Development
- HRM – Performance Management
- HRM – Employee Engagement
- HRM – Employee Performance
- HRM – Compensation Management
- HRM – Rewards & Recognition
- HRM – Organizational Culture
- HRM – Workplace Diversity
- HRM – Industrial Relations
- HRM – Dispute Resolution
- HRM – Ethical Issues
- HRM – Audit & Evaluation
- HRM – International HRM
- HRM – eHRM
- HRM – Small Scale Units
- HRM Useful Resources
- HRM - Quick Guide
- HRM - Useful Resources
- HRM - Discussion
HRM - Employee Engagement
Employee engagement is a workplace approach designed to ensure that employees are committed to their organization’s goals, objectives and values, encouraged to contribute to organizational success, and are able at the same time to enhance their own sense of well-being.
Here it is believed that all the three components - attitudes, behaviors and outcomes are a part of the engagement story. There is a virtual ground, when the pre-conditions of engagement are met. These three aspects of engagement trigger and reinforce one another.
Involved organizations have strong and authentic values, with clear evidence of trust and fairness based on mutual understanding, where two way promises and commitments – between employers and staff – are understood and are achieved.
Despite there being some debate about the precise definition of employee engagement, there are three things we know about it −
- It is measurable.
- It can be correlated with performance.
- It varies from poor to great.
Most importantly, employers can have a great impact on people’s level of engagement through appreciation, healthy interactions, brainstorming, group discussions, common games etc. That is what makes employee engagement so essential as a tool for business success.
Rules of Employee Engagement
Every HR is bound to follow a set of rules in order to maintain the ethics and justify the role of HR. The following rules must be followed to engage the employees in an organization.
Don't Sweat Over Reviews
Don’t judge people on the basis of what others say about them. Instead, judge a person on his/her abilities and performance.
Discover Your Company's Purpose
Invent the purpose or object of the company, discover the new objectives or target points that can be set for the company.
Survey, But Keep It Short and Follow Up
When asked about an update, try to keep it to the point and short; be specific. There is no point in explaining unnecessary details, which are not relevant to the topic.
There Is Only So Much You Can Do
Give yourself a break. Don’t try to complete all the work at the same time; analyze your potential and work accordingly.
Don't Worry About Engagement
Don’t worry about always fitting into the group; show what you are. Rules are fine, but simply having actual conversations and asking employees what we can do better is much more valuable.
If employees can't sit down with their boss and talk about things, then it can be detrimental for the company in the long run — doesn't matter how many stringent rules are put in place.