Think HR Think CHRM
Sunday - 26 Oct 2014

CHRMGlobal.com on LinkedIn
Username : Password: Forgot Password?
Updates
Updates
An engaged employee is a more productive employee
Human Resources » Employee Relations


Chrm Message From: msantos Total Posts: 27 Join Date: 18/10/2006
Rank: Executive Post Date: 28/01/2008 21:44:29 Points: 135 Location: United States

Recently I read the Gallup Organization published research, I was astonished after reading this…what a scrutiny….

I just carried forward few of the thoughts from the research. I request the respected members to give their estimation…

The Gallup Organization published research proved that a more engaged employee is also a more productive employee. The research also proved, that a more engaged employee is also a more profitable employee, a more customer-focused employee, a safer employee, and an employee who is more likely to withstand temptations to jump ship and in turn it is also true that the longer employees stay with an organization, the less engaged they become.

Why are we so ineffective at engaging our people? And why, despite increasingly complex human resource systems, does the problem get worse the longer a person stays?

Asked more positively: What can we do to build a working environment that, over the course of an employee's tenure, creates higher levels of per-person productivity, customer service, employee retention, and safety and, underpinning it all, higher levels of employee engagement?

How much can we change a person after we hire him?

A person's recurring patterns of thought, of feeling and of behavior do not change significantly. If he is empathic when he is hired, he will stay empathic. If he is impatient for action when he is hired, he will stay impatient. If he is strategic, always asking "What if?", he will stay strategic. If he is competitive, he will stay competitive. Gallup labels these recurring patterns of thought, feeling, or behavior talents, but whatever word you use -- such as traits, qualities, or characteristics -- science's perspective on them is clear: They don't change much after a person is hired.

msantos

Chrm Message From: meera Total Posts: 31 Join Date: 18/10/2006  
Rank: Executive Post Date: 28/01/2008 21:46:29 Points: 155 Location: United States

Hi,

The subject matter that you mentioned here was taken up earlier at one of the hr e-groups on the internet  with the thread title: "Performance Management: This Time Individual".

We had a long discussion there, although the focus was more on the PMS and its relationship to an article that Gallup wrote which was titled: "The Four Disciplines of Sustainable Growth".

What's is noteworty in the Gallup article is not that "a more engaged individual is more productive" than those who are not, but that "the level of engagement of employees decrease as they stay longer in the organization".

I say this because we all know by experience that those who are loyal and more committed/ engaged to the company really works harder than those who are not.

But getting the Gallup Statistics (after interviewing 700,000 people) that showed that engagement proportionately decreases with tenure, means that there is a NEGATIVE FACTOR in the employment relationship that triggers the decrease in employee engagement.

In my view, the negative factor is a more important subject that HR practioners and consultants should investigate and attempt to solve.

Hence, the proposed PMS and "four disciplines" by Gallup were (to me) irrelevant to their research findings.

Thanks

Meera

Chrm Message From: raams_2000 Total Posts: 5 Join Date: 18/10/2006  
Rank: Beginner Post Date: 01/02/2010 11:00:52 Points: 25 Location: United States

Hi

I fully agree with the above topic line. When we engage more, it is an open fact that the relationship will develop. Employee will show very keen to share with problems. But we need to check whether we have time to meet them and listen their problems.

I think the managers must be well trained in this particular. Since he will be the direct reporting officer, we have to train him to engage and deal with his subordinates.

Also managers should have good listening skills. When manager spends time and listen to the employees, they will feel that they are getting enough respect. Listening is a symbol of respect.

Hope you will agree with me. Please correct if anything wrong.

Regards

Raam

Chrm Message From: atiya Total Posts: 1 Join Date: 18/10/2006  
Rank: Beginner Post Date: 01/03/2010 18:25:10 Points: 5 Location: United States

hi

this topic is pretty interesting, this infact is correct a engaged employee is valuable to the company. But its a natural phenominea when person stays with one work he/she become bore and his efficiency starts decreasing, there should be a proper appraisal system system and job rotation kind of thing which is helpful will help employee retention.

 

Chrm Message From: mksp Total Posts: 1 Join Date: 18/10/2006  
Rank: Beginner Post Date: 13/03/2010 09:54:49 Points: 5 Location: United States

One of the ways to keep the employees engaged is by continuous communication coming from the corporate on company wide initiatatives. Secondly, events & competitions like music, dance, drama, quiz,sports etc. will bring them together, some as participants and others as audience and volunteers. One can get real insights into employee behaviour on all such occasions which in turn will help an organization to take further initiatives.

 


1 2 3 Next