Employee engagement is the fuel of any organization and akey driver of success.

Emma Bridger beautifully described employee engagementas “The extent to which people are personally involved in the success of abusiness”. There aremany pillars that contribute to enhance employee engagement and Trust is thebackbone.Can I trust my manager and themanagement? Am I in a safe environment? Will my manager and the organization stand for me whenthings go wrong, or throw me under the bus?Will I have enough learning opportunities and will there befairness as far as my career growth is concerned?These are some of the key questions every employee has inhis/her mind and if leaders can sense this early and address the sameproactively, they win employee trust. Supportive and trustworthy leadersenhance employee engagement. When employees feel safe and protected by theleadership in the organization, they automatically trust and cooperate rathergo an extra mile to contribute and add value.

Having engaged employees benefitseveryone – the organization, its employees, and its customers and thusincreases the chances of success for allWe haveall heard the old adage “Peoplejoin companies and leave managers”. Both anecdotal and scientific evidence suggest that it’s true that thequality of your management team is a key factor in employee engagement andretention. Interestingly, there’s plenty of evidence that the opposite also holdstrue – if employees trust and believe in their manager, they are more likely tostay long and stay engaged. People will join a company because of itsreputation as a great employer, but once hired, their managers have the biggestsingle impact on their daily work environment. Authentic employee engagementonly happens when there is trust in the relationship. Greatmanagement has always been about getting great performance from people.

 Contrary to popular belief, employeeengagement is not the same as job satisfaction, nor does it mean job happiness.Believe itor not, individuals can actually be satisfied with their jobs and still bedisengaged. (Consider the employee who coollywalksinto the office late each day, leaves early, and still collects a hefty paycheck?). All engaged employees are happy,but not necessary that all happy employees are engaged.Engaged employees will go the extra mile because they feel a strong emotionalconnection to the organization.Engagement affects everyperson inside the organization, and every person inside the organizationaffects the bottom line. This idea is best expressed in the Service-ProfitChain, a model first theorized by a group of Harvard Researchers in 1990s thatestablishes links between profitability, customer loyalty, and employeeengagement.Employee engagement thus is a great opportunityto turn employees into brand ambassadors and thebenefits are like geometric progression.

Engaged employees contribute beyond definedscope of work and share good things even outside the organization and thusbecome advocates of the brand. Trust is the key pillar that makes it all stick. Employee engagement is the fuel of any organisation and akey driver of success and it is all about an employee using their full selfpotential in their work – being physically engaged, emotionally engaged, andmentally engaged – working with a passion and feeling a keen connection to theorganisation.   

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