Mitzi Ilagan, Executive Chronicles |
Employee engagement isn’t a term that we hear every day, but it is an approach that organizations must learn to commit to. It is not something that indicates how happy the employees are. It indicates how they feel like waking up every morning, looking forward to work and be at their best as an employee.
Employee engagement can be measured through surveys and interviews. From there, you will have an idea on an employee’s emotional commitment to your organization and to its goals. As stated by PageUp CEO Karen Cariss based on the Talent Lab 2, there are two key things that makes up the employee engagement. These are job satisfaction and opportunity. Satisfaction would not only refer to paychecks and benefits, but also emotional satisfaction on the jobs that they are doing. Opportunity, on the other hand, refers to the instances that makes individuals feel like doing their best at work. It entails a job that they love to do, as well as doing things even when they aren’t asked to.
When there is employee engagement, the result is clear. There will be proactivity and growth within the organization. It can drive up to 26% higher revenue growth, and 2.3 times the amount of customer loyalty. In addition, employees can perform better when they are engaged. The business grows alongside with the people. They are more likely to work hard and stay in their jobs for years.
As a CEO, Karen Cariss discusses with us her reflection on employee engagement on the video below.
But really, how do you create an engaging workplace that attracts more talents? And how do you retain that engagement within an organization? Join Ms. Serely Geraldine D. Alcaraz, Country Head of ITD Consulting Group when she shares the best practices on this topic at the 10th Philippine HR Summit, happening on August 3-4 at Crowne Plaza Galleria.
For more information, visit Powermax HR SUMMIT 10