Original Source: The Employee Engagement Working Paper, by Prof. Nitin Vazirani, M.Com. in Finance, M.Com in Mgmt, M.H.R.D.M. PhD (Pursuing) of the SIES College of Management Studies
Employee Engagement has become a buzz word for employee communication. But it’s more than just a buzz word, it is a positive attitude held by the employees towards the organization and its values. We already know that engagement has become a priority for many organizations. Employee engagement is the level of commitment and involvement an employee has towards their organization and its values. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization.
But what does it TRULY mean for an organization?
I just came across an excellent report, The Employee Engagement Working Paper, by Prof. Nitin Vazirani, M.Com. in Finance, M.Com in Mgmt, M.H.R.D.M. PhD (Pursuing) of the SIES College of Management Studies. The paper focuses on how employee engagement is an antecedent of job involvement and what companies should do to make the employees engaged. Below is just an excerpt from the working paper, but I absolutely encourage you to read the report in its entirety.
Critical factors to moving beyond buzz words
- Career Development- Opportunities for Personal Development. Organizations with high levels of engagement provide employees with opportunities to develop their abilities, learn new skills, acquire new knowledge and realize their potential. When companies plan for the career paths of their employees and invest in them in this way their people invest in them.
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Original Source:
Cisco Connected World Technology Report, The New Workplace Currency
To demonstrate the role of the network in our lives, Cisco commissioned an international workforce study of nearly 3000 people. The study revealed that one in three college students and young professionals consider the Internet to be as important as air, water, food, and shelter. The study also found that their desire to use social media, mobile devices, and the Internet more freely in the workplace is strong enough to influence their future job choice, sometimes more than salary. .
This year, the 2011 Cisco Connected World Technology Report examined two new groups of subjects:
- College students
- Recently employed college graduates, many working in their first full-time jobs
The findings are telling. More than half of the study’s respondents could not live without the Internet and cite it as an “integral part” of their lives. In some cases, they call it more essential than owning a car, dating, and going to parties. Also, one in three would prioritize social media freedom, device flexibility, and work mobility over salary in accepting a job offer.
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Yesterday evening, I had the pleasure of appearing on Digital 411, an internet technology radio show. During the show, I discussed the impact that social technologies can have on HR transformation and employee engagement. There was so much interest in this topic that I didn’t have time to respond to all of the questions asked. Here are the questions that sparked the conversation along with my responses.
In your Social Knows: Employee Engagement statistics, you indicate that 52% of organizations using Web 2.0 achieved Best-in-class performance and an 18% increase in engagement. Help us contextualize and understand stats around achieving higher employee engagement using Web 2.0? What does that mean and what are some of the most significant tools being used?
Using a social network won’t change anything unless it’s a part of a set of tools serving a more global approach aimed at improving culture, performance, communication and productivity.
- Collaboration sites: Sharepoint
- Internal twitter and threaded conversations: Yammer, Socialcast
- Video sharing: YouTube
- Mobility and Access: extranets, mobile access
- Intranet enhancements: RSS feeds, social tagging, social sharing, employee profiles, content bookmarking
In your experience, what does a fully engaged employee look like, feel and experience, in comparison what a disengaged employee looks and feels like?
According to Gallup there are three types of employees:
Actively Disengaged – employees who aren’t just unhappy but want everyone else to know that they are. These are the employees who are bored and frustrated, make sarcastic jokes and speak poorly about the company and its leaders.
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In our “Social Knows” series, we sniff out and compile statistics and research regarding workplace / workforce management, human resources and employee engagement. The goal is to provide you with the background knowledge necessary to support your own recommendations, findings and strategies. Submissions always welcomed.
Social Media in the Workplace
SHRM Research Spotlight: Social Media in the Workplace
- 20% of CEO surveyed use LinkedIn; 17% use Facebook; 9% use Twitter; 8% use YouTube; 7% use Photo-sharing applications; 5% use Video-sharing applications
- 69% of respondents surveyed say their organization does NOT track employee use of social media on company-owned computers or handheld devices
- 57% of respondents surveyed say their organization does NOT block access to social media on company-owned computers or handheld devices?
- 68% of respondents surveyed say their organizations have groups or individuals who currently engage in social media activities to reach external audiences
- Markting – 67%
- Human Resources – 44%
- Public Relations – 38%
- Sales – 24%
- Management (corporate / senior ) – 20%
- Customer Service – 15%
- Information Technology – 12%
- Operation Logistics – 6%
- Legal – 3%
- Accounting / Finance – 2%
- Other – 8%
IABC Research Foundation and Buck Consultants Employee Engagement Survey
- Percentage of organizations who encourage employees to participate in social media to share information and express opinions
- 33% – Small number of employees have access to organizational social media and are encouraged to participate
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Employee Engagement,
mobile,
mobile workforce,
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social knows,
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In our “Social Knows” series, we sniff out and compile statistics and research regarding workplace / workforce management, human resources and employee engagement. The goal is to provide you with the background knowledge necessary to support your own recommendations, findings and strategies. Submissions always welcomed.
UPDATE: There is a new Employee Engagement Statistics post which includes mobile workforce stats (~Elizabeth, 11/20/2011)
Human Capital and Corporate Culture
- The lost productivity of actively disengaged employees costs the US economy $370 BILLION annually. (Gallup)
- In February, June, and October of 2010, the number of employees voluntarily quitting surpassed the number fired or discharged. (US Bureau of Labor Statistics)
- 70% of engaged employees indicate they have a good understanding of how to meet customer needs; only 17% of non-engaged employees say the same. (Wright Management)
- 78% would recommend their company’s products of services, against 13% of the disengaged. (Gallup)
- Engaged employees advocate their company or organization – 67% against only 3% of the disengaged. (Gallup)
- From a global sample of 60 corporations the Corporate Leadership Council found that over 80% of senior human resources (HR) professionals agreed that employee engagement was a high priority for 2009 and 40% claimed it had become more of a priority over the last year. Senior private sector HR managers believe that the top challenge they face now is maintaining employee engagement.
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