Better Employee Engagement for Superior Organisational Performance
Better Employee Engagement for Superior Organisational Performance
Introduction
Employees are the valuable assets to any organization. Employee
engagement is a critical factor for organisational performance and success in
the modern workplace. Well engaged employees provide great benefit to the organization,
such as high productivity and performance, lower turnover and even higher earning
per share. Modern organisations must actively
focus to maximise employee engagement to get the most from them.
What is employee engagement?
According to Deepalakshmi et al (2024), Employee engagement
can be defined as the emotional and intelligent commitment of employees towards
their work role and organisational goals with higher level of effort, creativity
and innovations thereby contributing to outcomes such as productivity,
profitability and customer satisfaction.
“Engagement is a positive, two-way, relationship between an
employee and their organisation. Both parties are aware of their own and the
other’s needs, and the way they support each other to fulfil those needs.
Engaged employees and organisations will go the extra mile for each other because
they see the mutual benefit of investing in their relationship” Chiumento
(2004) sited in Amstrong (2006).
Source: https://www.thrivesparrow.com
Why engagement is important?
Employee engagement is benefited for both employer and employee. Below are the several reasons for its impotency.
- Improved Productivity
Engaged employees are more committed to their work, leading to high productivity and better performance.
- Increased Retention
When employees feel valued, they are less
likely to leave from the organization, reducing turnover.
- Higher innovation
Engaged employees always like to contribute
with creative ideas and suggestions, it drives the organization forward.
- Increased financial performance
When employees are engaged in an organisation,
often see better financial results because of their higher involvement,
productivity and creativity.
- Work-Life balanced work force
How Improve employee engagement and commitment?
This involves several strategies that can
help to build a more motivated, engaged and committed workforce in an
organization. According to Kochan and Dyer (1993) sited in Amstrong (2006),
there are key strategies at three levels that need to be developed to enhance engagement
and commitment as follows.
- · Strategic Level
Supportive Business Strategies
Top management value commitment
Effective voice for HR strategy making and governance
- ·
Functional (HR Policy) Level
Staffing based on employment stabilisation
Investment in training and development
Contingent compensation that reinforces
cooperation, participation and contribution
- · Workplace Level
Selection based on high standards
Broad task design and teamwork
Employee involvement in problem solving
Climate of cooperation and trust
Conclusion
In the Sri Lankan context, employee engagement is an important strategy
for the success organizational success. Engaged employees are more productive, innovative
and committed to their work and they lead to better performance and financial
outcomes. Most modern Sri Lanka organisations have now realised the impotency of this strategy. However, some organasations are still struggling with traditional HR methods, focusing on administrative perspectives only. By enhancing a positive work environment, supporting professional
development, introducing effective HR strategies, recognising and rewarding contributions
and by cultivating phycological contracts, organisation can create a more
motivated, satisfied and engaged workforce. Ultimately, this drives to long
term success and growth.
References
Deepalakshmi, N., Tiwari, D., Baruah, R. and Seth, A. (2024),
Employee Engagement and Organisational Performance, Educational
Administration Theory and Practice journal 30(4):5941-5948 [Online].
Available at https://www.researchgate.net/publication/380284402_Employee_Engagement_And_Organizational_Performance_A_Human_Resource_Perspective
[Accessed on 27th March 2025]
CIPD (2024), Employee Engagement and Motivations [Online],
available at https://www.cipd.org/uk/knowledge/factsheets/engagement-factsheet/.
[Accessed on 27th March 2025]
Witt, C. (2023), Employee Engagement is more than a plus,
Its essential [Online]. Available athttps://www.forbes.com/councils/forbesbusinesscouncil/2023/06/02/employee-engagement-is-more-than-a-plus-its-essential/.
[Accessed on 28th March 2025]
Armstrong, M. (2006), A Handbook of Human Resource
Management Practice, 10th edition [Online]. Available at https://www.google.lk/books/edition/A_Handbook_of_Human_Resource_Management/D78K7QIdR3UC?hl=en&gbpv=1&printsec=frontcover..
[Accessed on 28th March 2025]
This is a well-structured approach to employee engagement, covering strategic, HR policy, and workplace levels. It highlights the importance of leadership commitment, training, teamwork, and a positive work culture. Implementing these strategies can lead to a more motivated and productive workforce, driving long-term success.
ReplyDeleteImproving employee engagement is key to boosting productivity and retention. By focusing on supportive business strategies, strong HR policies, and a culture of trust, organizations can foster a motivated workforce that drives long-term success.
ReplyDeleteIt is true that engagement of employees bring workplace satisfaction, creating a more positive and effective.yet many srilankan organisations struggling in to put it in to practise due the outdated work culture
ReplyDeleteYou've clearly explained how better employee engagement contributes to superior organizational performance in your blog post. From my perspective, fostering a positive work environment, supporting professional development, implementing effective HR strategies, recognizing contributions, and nurturing psychological contracts are all key to driving engagement. I appreciate the detailed insights you've shared and look forward to more content like this!
ReplyDeleteEmployee engagement is a critical factor for organizational success in Sri Lanka. It's encouraging to see more organizations recognizing its importance. As you've highlighted, moving beyond traditional HR practices and focusing on a supportive work environment, professional growth, and recognizing contributions is key. When employees feel valued and motivated, they’re more likely to contribute to innovation and productivity, which directly impacts performance and long-term success. A focus on psychological contracts also strengthens that bond, ensuring sustained engagement. It's exciting to think about the potential for growth when these strategies are fully embraced.
ReplyDeleteGreat post! I really enjoyed reading it. The insights you shared were very informative and well-explained. Looking forward to more content like this. Keep up the great work!
ReplyDeleteEmployee engagement is the key driver of organizational success. This blog highlights how fostering a motivated and committed workforce leads to higher productivity, retention, and overall performance.
ReplyDeleteEmployee engagement is very helpful, especially for Sri Lankan companies where keeping workers motivated can be challenging. HRM can improve engagement by organizing team events, offering skill-building programs, and ensuring fair treatment for all staff levels. Às you explained, recognition and good communication boost the performance of the employees. It could also mention how Sri Lanka’s cultural values like teamwork and respect for seniority can be used to create stronger engagement.
ReplyDeleteGreate discussion.high engagement leads to increased productivity ,improved safety,less absenteeism,higher retention rates,and better customer service,resulting in more client satisfaction and client retention,resulting in better profitability.
ReplyDeleteEmployee engagement truly is a foundational element for organizational success. It not only drives individual performance but also enhances overall team dynamics and outcomes. When engagement is prioritized, the workplace becomes a hub of innovation, efficiency, and shared purpose. It’s a win-win situation for both employees and the organization.
ReplyDeleteIts important to get high employee engagement for a organisational success. In the Sri Lankan context, adopting modern HR practices, fostering a supportive work culture, and investing in employee development are essential strategies. Engaged employees contribute to higher productivity, innovation, and sustainable growth for organisations.
ReplyDelete