Studies around the world have revealed that engagement levels have a direct impact on employee's performance and consequently on the bottom line. A well established co-relation exists between employee engagement and business results.

• Work never kills a person; the absence of it (unemployment) has killed many.

• Remaining idle is not human nature.

• No one likes to avoid work if there is clarity on what to do & how it will be evaluated.

• Keeping work force idle produces negativity which impacts on team performance.

• Engagement comes through involvement; people deliver more if they are emotionally involved with the work.

• Delaying decisions on personal issues creates stress & diverts employee's attention from work.

• Absence of engagement is a challenge that can produce industrial unrest.

• Unless you know people intimately, you can't engage them effectively.

• To keep their teams engaged, managers have to remain super-engaged.

• An empowered manager is an incubator of employee engagement.

• Employee motivation improves engagement levels.

• Trust, developed through transparency, promotes engagement.

• Engagement is fostered by Leadership; managers who lead from the front keep their task force actively engaged.

• Occasional encouragement always improves engagement.

• Engagement comes through commitment.

• Attitudinal transformation creates a temperament for healthy engagement.

• Employee engagement has transformed many organizations.

Who is an engaged employee?

Experience reveals that engaged employees always demonstrate most of the attributes given below:

• Good understanding of company's business.

• Full clarity about own role & job deliverables.

• Always achieve assigned goals; often exceed expectations.

• Keen to put in extra-effort to accomplish a task.

• De-link own performance from rewards & recognition.

• Keep the work bench neat & tidy and take good care of job tools.

• Always keen to learn something new.

• Exhibit high energy levels at all times.

• Highly information conscious if in the position of a supervisor/ manager.

• Never say, “it is not my job”.

• Willingly take on additional responsibility.

• Have an outstanding record of personal discipline & attendance.

• Self accountable & highly responsible: have no back-log of work at any time.

• Always available to assist others; provide willing support to the team.

• Have a consistently high record of performance.

• Never come under pressure : always cool and adaptable by nature.

• Not over-concerned with work-life balance.

• Bubbling with new ideas: enjoy experimenting.

• Seldom initiate complaints & grievances.

• Consciously improve processes that impede work.

• Highly allergic to slow & sluggish people.

• Always lead subordinates though personal example.

What Reduces Employee Engagement:

A common problem with organizations is demanding more productivity without creating a conducive work environment which enables involvement of employees at all levels. Some of the diseases observed are as under:

• Lack of awareness of the management about the use of modern HR technology to create a healthy work environment.

• Lack of empowerment of the managers/ supervisors.

HR Technology for creating healthy work environment

20 to 30% of an employee's time is spent on personal issues such as:

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