What is employee engagement?
As per Wikipedia, employee engagement is defined as follows:
Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organisation and its employees. An “engaged employee” is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organisation’s reputation and interests. An engaged employee has a positive attitude towards the organisation and its values. In contrast, a disengaged employee may range from someone doing the bare minimum at work (aka ‘coasting’), up to an employee who is actively damaging the company’s work output and reputation.
When did employee engagement originated?
Employee engagement first appeared as a concept in management theory in the 1990s, becoming widespread in management practice in the 2000s, but it remains contested. It stands in an unspecified relationship to earlier constructs such as morale and job satisfaction. Despite academic critiques, employee engagement practices are well established in the management of human resources and of internal communications.
3 Types of employees from an employee engagement perspective?
- Engaged Employee
- Dis-engaged Employee
- Actively Dis-engaged Employee
The engaged employees are those who work with full passion and are emotionally attached to the organisation. They are innovative and provide new ideas and consistent performance to move the organisation forward. They personalise the company’s goals and objectives, and always work above and beyond their job requirements for the betterment of the organisation.
Such employees do put in their time, but not passion and energy into their work. These are the ones who do only what is asked of them. These employees can hold either a negative or positive attitude towards the organisation. They consider their job as a pay check, nothing more.
Actively Dis-engaged Employees
These employees are unhappy, resentful, and spread negativity within the organisation. However, despite doing less than the minimum, these employees last longer in the firm by removing employees whom they perceive will attain higher positions soon.
Author / Educator – Govind Singh Negi, Senior Director, Talent Management & Delivery Center Lead, 3Pillar Global
An HR and Business leader, blogger, social activist having 18+ years of rich experience in the field of Talent Management. He has been awarded Top 100 HR Tech Minds in 2018 and also the founder of HR social group called HR SUCCESS TALK and founding Trustee of a foundation called Amrita Devi Foundation which works for kids in Uttarakhand and bringing employment opportunities to the women in hills.