EMPLOYEE ENGAGEMENT

ADITYA MULEY RANYA KALIAH

ROHAN MOHITE ASHI MISHRA
K.A. NARAYANAN
WHAT IS ENGAGEMENT?
 Job engagement is a characteristic where an
individual approaches his or her work with
enthusiasm, energy, focus, and commitment
such that the person is entirely present in
his/her work and is able to bring his or her
full potential to the work effort.
 “An engaged employee is one who works
with passion and who feels a profound
connection to his company.”
-Gallup Management Journal
JOB ENGAGEMENT / JOB
SATISFACTION
 Being satisfied with your job doesn’t mean
that you’re engaged with it (you can be
happy at work but do a poor job of it!)

 If you’re engaged with your work you will not

only be more satisfied with it, but you will
also be more productive, create higher
quality results, and demonstrate better
customer service
Satisfaction Dimensions
•My workload is about
right.
•I like the people I work
with.
•I have the tools that I need
to do my job well.
•I receive the skill and
knowledge training that I
need to do my job well.
Engagement Dimensions
• I feel energized by the work
that I do
• My co-workers and I help
each other out when the
pressure is on
• Our company vision and
mission is clear to me
• I feel responsible for my
own success here
ENGAGED V/S DISENGAGED
 Engaged employees work with
passion and who feel a profound
connection to their company. They
drive innovation and move
company forward.
 Not Engaged employees are
unproductive robots. They put in
time, but not energy and passion
for their work
 Actively Disengaged employees
are the unhappy ones who not just
complain about their work but also
undermine that done by their
engaged co workers
IMPORTANCE OF ENGAGEMENT
 It improves employee retention.
 It improves financial position of company.
(proven by Hewitts Associates Study)
 Operating profits improve with higher
employee engagement.
 Satisfac

Source: HAY GROUP USA

WHAT GETS EMPLOYEES ENGAGED?
 All of this falls into two categories of factors

 Personal factors
 Organizational factors
WHAT GETS EMPLOYEES ENGAGED?
HOW TO GET EMPLOYEES ENGAGED?
 Leadership concern
 Talent management system

 Freedom to contribute to their own job and

progress
 Periodic performance reviews

 Active participation in decision making

 High levels of team work

 Least biased and discriminated work

environment
 Proper exchange of information
Engagement Step One: 
 Get input from your people.

Engagement Step Two: 

 Address the cause – don't blame.

Engagement Step Three: 

 Don't get hung up on survey benchmarks.

www.jrsconsulting.net/freearticles_31.html
Engagement Step Four: 
 Be honest about the findings with employees. 

Engagement Step Five: 

 Implement interventions.

Engagement Step Six:

 Involve senior leadership in the research and
intervention process.
Engagement Step Seven: 
 After interventions have been implemented,
conduct follow-up research to gauge progress.
COST OF DISENGAGEMENT
 71% employees fall under
not actively engaged
category

Source: Gallup management journal

 54% are in cruise mode
and 17% are in active
disengagement
 Each such employee costs
his company $13000 yearly
in terms of productivity
THANK YOU ALL
SPECIALLY DILBERT WHO
SHOWED US WHAT TO DO IF OUR
PRESENTATION FAILS…