Challenges of Employee Engagement
Balaji(2014)found
few issues on employee engagement, Managers and employees don’t understand
engagement, goals and metrics of engagement programs are often limited,
engagement is not productivity or an output, outside factors may influence
engagement, diverse employees and different generations are engaged by
different things, difficulty in understanding fluctuating mind of youngsters,
underestimating the significance of employee engagement in the organizational
success, lack of co-operation and co-ordination from management.
Main
employee engagement challenges are lack of appreciation, lack of work life
balance, lack of insight or commitment from the top management &
generalization(Santosh,2019).Employee engagement can categorize to three
stages, namely engaged, actively engaged & disengaged, finding shows that
major challenges include the Gender, skills set, market situations,
competitor’s attractions, referrals, economic needs, age, education,
opportunity growth needs of the employees active engagement(Gowda &
Siddegowda,2018).
Employee Engagement challenges can be
categorized to main two aspects, there has been a fundamental sectoral change
in employment away from manufacturing and the public sector – sectors
well-known for more official HR systems, high levels of trade union membership,
and larger employment units – towards the more informal, relatively trade union
free and smaller employment units of the service sector, retention of these
knowledge workers is a challenge to these organizations, the second challenge,
being faced by the employers, is planning & developing all engagement
activities without any specific research base, in the process can lose focus
& momentum(Singh,2016).
Employee engagement is very important &
needed factor to improve organizational performance and productivity, but most
of the management system fail to keep better employee engagement due to problem
of law productivity, bad services being provided to customers and high turnover
of employees(Suyanthi & Absah,2019).
The vigorously changing reality in which many
companies operate constantly produces new challenges, forcing organizations to
introduce changes while having no opportunity to formulate a strategy and
preventive systems quickly enough, what the company can do is increase the
employee effectiveness hence that is directly lead to improve organization
effectiveness(Sypniewska & Baran,2020).
In this video, Emma Bridger addresses the key
challenges faced by employers when addressing issues to do with employee
engagement, and points to the pragmatic and easy-to-use tips that can be found
in her book, Employee Engagement.
Video1.0: Challenges of Employee Engagement.
(Source: Bridger,
2015)
The Company which
I work is leading Manufacturing company that conduct annual Employee surveys to
get employee ideas about the organization,survays based on different areas employee
motivation, job satisfaction, development & trainings, employee safety,
work-life balancing,rewards.Based on the survey results Organization identify
the improvement areas the get the corrective action immediately to have better
employee engagement.
avc1.4d401e (134) / opus (251)
Connection Speed
References,
- Balaji,R.(2014) Issues and Challenges Faced By HR Managers in Employee Engagement in It Sectors, International Journal of Innovative Research in Science,Engineering and Technology,3(6)13114-13117.
- Bridger,E.(2015)Key challenges in employee engagement.[Online].Available at: https://youtu.be/_yf8a1hgraM [Accessed on 28 April 2021].
- Gowda,A.k.,Siddegowda,Y.S.(2018) A Study on the Challenges of Employee Engagement in the Manufacturing Industries in Mysore & Bangalore cities of Karnataka.International Journal of Innovative Technology and Exploring Engineering,7(6)19-22.
- Santosh(2019) Employee Engagement Challenges you might be Facing at your Workplace. HR Strategies to Foster Engagement at the Workplace.
- Singh,Y.(2014) Employee Engagement as a Contemporary Issue in HRM--A Conceptual Framework. International Journal of Engineering and Management Research,6(5)364-368.
- Suyanthi, H.S.,Absah,Y.(2019) EFFECTIVE EMPLOYEE ENGAGEMENT USING SWOT ANALYSIS. Advances in Economics, Business and Management Research,(100)336-340.
- Sypniewska,B.,Baran,M.(2020)The Impact of Management Methods on Employee Engagement.sustainability,12(426)2-15.
Agreed Sandun. Organization leaders acknowledge that employee engagement is important, and one of the biggest challenges for business is the level of employee engagement. Several studies show that engaged employees contribute more and better to the organization, however, how to effectively engage employees remains a challenge. This challenge is because of the environment and background of both the employer and employee (Kumar and Jha, 2018).
ReplyDeleteYes Nivethini,employee engagement is very important thing for all of the organization to have better organizational performance, employer should make proper working strategies to create stress less working environment otherwise employee stress level will increase & it cause to generate employee disengagement(White,2020).
DeleteOrganizations with proper employee engagement strategies can increase the employee effectiveness and productivity level while reducing the staff turnover rate (Robertson-Smith & Markwick, 2009).
ReplyDeleteAgreed Pernalla,If the organization can achieve high level of employee engagement the retention of talented employees level are high,employer should treat talented employees as an asset & make some good policies to retain them for achieve the organization goals and success(Munish & Agarwal,2017).
DeleteEmployee engagement though recognized to be at three levels namely engaged, actively engaged and disengaged. Employees are also satisfied with the compensation given to them. Employer is not expecting the employees to work beyond what is given, nor thinking in a subtle way whether employee engagement is really important for them. They are satisfied with the output given by employees. This is a matter of concern. The capacity building of the HR personnel and top executives to be motivated and educated properly by the employer (Gowda 2018).
ReplyDeleteYes Treva,Sharma(2019)Investigated that engaged employees and constantly shows main three behaviors which develop organizational performance: Say – The employee promotes for the organization and refer potential employees and customers, Stay – The employee has a strong willingness to be a member of the organization, Strive – The employee use additional time, effort, and initiative to add to the realization of the business objectives
DeleteI do agree with you sadun,.The main challenge establishing employee engagement is ,the leaders of the organizations have not understood the importance of employee engagement. Therefore, they maintain a weak bond between themselves and employee. Furthermore the support extended by employees is also poor. Younger workers leave their organizations for lack of monetary compensation even when the occupation is consistent with their needs and desires (Butler, et.al,2014). Millennials are not willing to make personal sacrifices for a career and are less loyal to their organizations (Festing & Schafer, 2014).
ReplyDeleteYes, Employee Engagement is the devotion, passion of employees and effective leadership skill, leaders should support to the employees to have better engagement,human resource leaders set the drive and creed of their organization and spread that positive morale to the employees(Sarangi & Nayak,2016).
DeleteAgreed with you, and the challengers of employee engagement can minimize if employee him self understand the importance of the employee engagement.
ReplyDeleteExisting organizational behavior concepts focusing on person-role relationships emphasize the generalized states that organization members occupy: people are to some degree job involved (Lawler & Hall, 1970; Lodahl & Kejner, 1965), committed to organizations (Mowday, Porter, & Steers, 1982; Porter, Steers, Mowday, & Boulian, 1974), or alienated at work in the form of self-estrangement (Blauner, 1964; Seeman, 1972).
Yes Eranada,most of the engaged employees understand their role of the organization, engagement is the combination of the commitment & loyalty(Smith and Markwick,2009).
DeleteAgree with you. employee engagement is closely linked with organizational performance outcomes.Companies with engaged employees have higher employee retention as a result of reduced turnover and reduced intention to leave the company, productivity, profitability, growth and customer satisfaction. On the other hand, companies with disengaged employees suffer from waste of effort and bleed talent, earn less commitment from the employees, face increased absenteeism and have less customer orientation, less productivity, and reduced operating margins and net profit margins (Markos and Sridevi, 2010).
ReplyDeleteAgree Chamara, also organization should think why employee disengagement is occurring, the main cause for disengagement work related stress & lack of development opportunities(White,2020).
DeleteAgree to the above fact. Also, poor management and leadership, a lack of career opportunities, limited professional growth, a disconnection from the organization's mission or strategy, a negative perception of the organization's future, and an unmanageable workload are among the most common issues that arise in employee engagement surveys (Ray, Phillips and Phillips, 2016).
ReplyDeleteYes Uddika,the leadership team has the responsibility to make the strategy to have better employee engagement in the organization also they should do some initiatives to enhance motivation of employees((Allen, 2017).
DeleteGood point Sandun. Also In the past several years, many authors have written on the topic ‘Employee Engagement’. Kahn (1990) was the first to coin the term engagement as he described
ReplyDeletehow people can use varying degrees of their selves – physically, cognitively and emotionally in work role performances.
Yes Indeeveri,motivated employees dedicate do their job so they automatically engage to their work physically, cognitively & emotionally(Otieno & Waiganjo & Njeru,2015).
DeleteAgree with you. Based on the definitions of the existing literature review the employee
ReplyDeleteengagement has its benefit towards organizations and it can be quoted here that employee
engagement is distinctively different from satisfaction, motivation, culture, climate and
opinion and it is very difficult to measure (Ehambaranathan,E.,Samie,A., & Murugasu, S.,2014).
Yes, the efficiency of the organization & growth of the organization is depending on the engagement level of the employees that's why employer is trying to develop better employee strategies in organization(Guest, 2014).
DeleteAgree Sandun, However, in a fast-growing business world developing and sustaining employee engagement is very tough and challenging practice for some organizations, due to the speed of hiring, technology advancement, organization culture and career growth programs which were readily available in the competitive market (Rees gary, 2013).
ReplyDeleteYes, employee engagement is the motivational approach every organization should have that without considering size or role of the company(Munish and Agarwal, 2017).
DeleteSadun, You're absolutely right. However, fairness is a crucial stimulus for employee engagement, therefore any unfairness will result in employee burnout. Hence, any unfairness in opportunities to grow and to be developed makes employees tend to withdraw from involvement in organizational activities. Therefore unfairness challenge employee engagement (Shehri et al., 2017).
ReplyDeleteTrue Sathaharan,Employee engagement directly impact for organization success & often confused with happiness & satisfaction,real meaning of employee engagement is employee’s psychological investment in organization(Nasution & Absah,2019).
Delete