FACTORS THAT AFFECT EMPLOYEE ENGAGEMENT

FACTORS THAT AFFECT EMPLOYEE ENGAGEMENT

To be able to do anything about engagement it is necessary to understand the factors that affect this – its antecedents and drivers. Crawford et al (2013) listed the following drivers:

Job challenge – Difficult jobs offer a chance to support, develop, and learn skills applicable to the work environment. Employees want work and experience difficult jobs which such jobs, increase Employees and organizational efficiency

Autonomy – the freedom or flexible, flexibility of employee’s hours at the office. Employee allowed to work from home when they required.

Diversity – Employee allowed to work in different areas and engaged in different activities to utilize different skills which will ultimately improve the interest in their job. 

Feedback – Provide employees valid and clear update about their performance to improve their effectiveness. 

Fit – Current Organization culture compatibility between employees and employees work environment.

Opportunities for development – Employees required to seen their carrier path growth within the organization for the next few years. This can be the organization growth and personal growth.

Rewards and recognition – Method an organization taken place to compensate employees, increased employee engagement and encourage behaviours that lead to organizational success

CONCLUSION & RECOMMENDATION

Finally, in conclusion, an effective way of implementing engagement strategy can be started with organization highest position. After a set of guidance has delivered by the top-level, critical part will come to the first level of managers because they are the one who most of the time work with employees at the bottom level.

Referencing 

Crawford, E R, Rich, B L, Buckman, B and Bergeron, J (2013) The antecedents and drivers of employee engagement in (eds) C Truss, R Deldridge, K Afles, A Shantz and E Soane, Employee Engagement in Theory and Practice, London, Routledge, pp 57–81.