Enhancing employee performance through employee engagement
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Employee engagement was first used in an article published by William Kahn in 1990. But in spite of this the term was implemented and focussed more in the recent times. A contented employee does not necessarily mean that the employee is engaged. A person may show that they are happy with the company policy, are taking part in staff meetings and company events but that does not mean that the employee is fully engaged. A recent study conducted by Gallup has shown that worldwide only 13% of the employees are engaged. Engagement affects quality, absenteeism, turnover, incidents etc. which in turn ...
Employee engagement was first used in an article published by William Kahn in 1990. But in spite of this the term was implemented and focussed more in the recent times. A contented employee does not necessarily mean that the employee is engaged. A person may show that they are happy with the company policy, are taking part in staff meetings and company events but that does not mean that the employee is fully engaged. A recent study conducted by Gallup has shown that worldwide only 13% of the employees are engaged. Engagement affects quality, absenteeism, turnover, incidents etc. which in turn affects the productivity and profitability of the organisation. Employee engagement is one of the raging topics in recent times. The companies are always involved in talent wars to attract and retain the best of the best in their organisation. Now in such a scenario if the organisation understands and implements the engagement policies effectively, then they can achieve a lot by increasing their profitability and retention of employees. This book explains the effect of employee engagement on employee performance.
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