{"id":869,"date":"2024-03-16T11:51:27","date_gmt":"2024-03-16T11:51:27","guid":{"rendered":"https:\/\/kzaconsult.com\/?p=869"},"modified":"2024-05-07T15:56:22","modified_gmt":"2024-05-07T15:56:22","slug":"why-is-employee-engagement-so-important","status":"publish","type":"post","link":"https:\/\/kzaconsult.com\/?p=869","title":{"rendered":"Why is Employee Engagement so important?"},"content":{"rendered":"\t\t
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Why is Employee Engagement so important?<\/h2>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\tYou can not buy loyalty dime a dozen. You must earn it.\t\t\t<\/p>\n\t\t\t\t\t\t\t

\n\t\t\t\t\t\t\t\t\t\t\tPeter Drucker<\/cite>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\tTweet<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<\/a>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/blockquote>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Engagement introduction<\/h2>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tOne of the biggest problems most companies face is “employee engagement”. According to Gallup, only 13% of employees are engaged. This is very serious, I ask of you to calculate this as per the number of manpower at your company, and see how much you are losing in productivity, efficiency and in sales, then think about this for a second.\n\nBefore starting in explaining this, let’s be more clear about what makes employees more productive: Competency – Commitment – Engagement.\n\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Competency:<\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tCompetency means that employees have the knowledge, skills, and values required to perform their jobs. These factors are all about what many organizations base their recruitment<\/a> criteria on. They write their Job descriptions based on the competency model, and concentrate the interview efforts on it, which is good, but it is only part of the productivity requirements. We see this is being followed mainly in the recruitment<\/a> gap analysis, where companies identify key positions and match people to those positions.\n\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Commitment:<\/h3>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\t\t\tWithout commitment, competency is discounted. Competent employees are capable of doing the work, but this doesn’t mean that they will, or at least will work hard. Come on, let’s be positive here and assume that committed employees want to do the work, then they are willing to put in their time and effort, and do what they are asked to do ensuring that they will give value to the company and in return they will receive value back. Yes, it is the “carrot and stick” dilemma, which clearly in this era of management is not valid anymore, it is a 40 years of research which proves that not only does the traditional reward and recognition programs not work, they actually decrease overall morale, wow!\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Why is Employee Engagement so important?<\/h2>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Unless employees feel they are making a real contribution and finding meaning and purpose in their work at their company, they won’t be called engaged employees. Engagement exists only when employees find their personal needs are being met through their participation in their company. Here we conclude to one of the leader’s most important duties: helping employees find a sense of contribution through the work that their employees do.<\/p>

So, Competency deals with the head (being able to do the work), Commitment with the hands and feet (being there and willing to do the work), and Engagement with the heart and emotions (simply being, and finding meaning and purpose in doing the work).<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Benefits of Engagement:<\/h2>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Some of the benefits of engagement is that employees would:<\/p>\n