proposed a bridge between the pre-existing concept of ' job satisfaction' and employee engagement with the definition: "an employee's involvement with, commitment to, and satisfaction with work. William Kahn provided the first formal definition of personnel engagement as "the harnessing of organisation members' selves to their work roles in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances." A recent survey by StaffConnect suggests that an overwhelming number of enterprise organizations today (74.24%) were planning to improve employee experience in 2018.
The relevance is much more due to the vast majority of new generation professionals in the workforce who have a higher propensity to be 'distracted' and 'disengaged' at work. Despite academic critiques, employee engagement practices are well established in the management of human resources and of internal communications.Įmployee engagement today has become synonymous with terms like ' employee experience' and ' employee satisfaction'. In contrast, a disengaged employee may range from someone doing the bare minimum at work (aka 'coasting'), up to an employee who is actively damaging the company's work output and reputation.Īn organization with "high" employee engagement might therefore be expected to outperform those with "low" employee engagement.Įmployee engagement first appeared as a concept in management theory in the 1990s, īecoming widespread in management practice in the 2000s, but it remains contested. An engaged employee has a positive attitude towards the organization and its values. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. Many books on management cite the apocryphal story about an engaged janitor at NASA who when asked by Kennedy what he was doing, replied "I'm helping to put a man on the Moon".Įmployee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees.
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