Different Levels of Employee Engagement

-

There are different employee engagement levels and some researches show those levels can be categorized into three major sections (Govindarajo, Dileep, & Ramulu, 2014).

  • Engaged Workers
  •  Disengaged Workers
  • Keenly Disengaged Workers

Engaged Employees

Engaged workers are asset to the company and they are who involve their work with desire and eagerness and highly associated with the organization (Govindarajo, Dileep, & Ramulu, 2014). Engaged employees are doing a huge service to the profitability of the company and mostly it can be obtained by a proper reward system (Kahn & Altaf, 2015). As an employee of a reputed company in the country, I know that I do my contribution to the company in the best way if I am rewarded in a good way. The same thing can be applied to every employee in all the organizations in the country as well as in the world. According to (Bharath & Sreedevi, 2020) employee engagement can also be mentioned as psychological condition associated with work and organization physically, cognitively and emotionally. The engaged employees become physically involved in tasks, cognitively vigilant and empathically connected to role performance and work environment (Bharath & Sreedevi, 2020).

Disengaged Employees

Personal disengagement is the simultaneous withdrawal of an employee in the behavior that promotes a lack of connections physically, cognitively and emotionally (Govindarajo, Dileep, & Ramulu, 2014). Although disengaged workers put their time into the job, no desire or eager is available and it looks like “sleepwalking” during the workday (Govindarajo, Dileep, & Ramulu, 2014).

Video 1

Source : (Morgan, 2021)

The video 1 explains the most important factor which causes the disengagement of employees inside an organization. That is the “unavailability of the expected environment” inside the organization. If employees do not get the environment which was expected or which was explained at the initial stage, they become discouraged, motivation goes down and gradually become disengaged employees. When I recruit a new employee to my company, I always try to brief him about the exact culture and environment of the company because it will allow that employee to decide independently and peacefully about the job. Although that employee is selected to the company, he can think twice before joining the organization. The environment of the organization should also be made or restructured according to the convenience of the employees to do the jobs happily.

Keenly Disengaged Employees 

Management practices create an environment, in which employees are engaged, disengaged or totally disengaged that finally, decides the profitability and growth of the organization (Ahmed, 2013). Keenly disengaged employees are always unhappy and do not spend time to work for the company while destroying the attainments of engaging workmates (Govindarajo, Dileep, & Ramulu, 2014). Sometimes it will be reason for trade unions to be born inside the organization because employees who are keenly disengaged, combine together to achieve a common goal regarding their working conditions (Shrestha, 2012). In my workplace, I always try to identify keenly disengaged employees by thorough monitoring process. Without firing at the early stage, those employees should be looked after very well more than an engaged employee because by doing that, sometimes he can be converted into a better “engaged employee” in near future.

References

Ahmed, A. (2013). Employee Engagement Levels in Management Colleges. Singaporean Journal of Business Economics and Management Studies, 29-36.

Bharath, M., & Sreedevi, V. (2020). Zoom in on the levels of employee engagement,perception,satisfaction;employee roles influenced-health care sample study. Vilakshan-XIMB Journal of Management, 62-75.

Govindarajo, N. S., Dileep, K. M., & Ramulu, S. S. (2014). Why workers Disengage?Factors From "Head" or "Hear" to Be Tagged on? Asian Social Science, 108-119.

Kahn, M. W., & Altaf, M. (2015). Important dimensions influencing employee engagement in organizations of Pakistan. Journal of Business and Management Research, 270-275.

Morgan, J. (2021, October). Why Do employees become Disengaged?-Jacob Morgan. Retrieved April 24, 2022, from Jacob Morgan: https://www.youtube.com/watch?v=2MjLB2Li_R4

Shrestha, B. R. (2012). The effect of Trade Unionism on Workers.A case study on PAM. Vaasa: Vaasa University of Applied Sciences.

 

Comments

  1. Chamara GunarathneMay 1, 2022 at 10:49 PM

    Very interesting information Lakshan, However, researchers also claim that there are no universal levels or drivers of employee engagement. They can differ from one organization to the next, as well as between different groups of employees within the same organization. Drivers can also change over time or as a result of outside influences like an economic depression or public health crisis (Tepayakul and Rinthaisong, 2018) Also strategy, empowerment, teamwork, and
    Cooperation, growth recognition for one person's dedicated work life.

    ReplyDelete
  2. Dulanjana Hashali PeirisMay 6, 2022 at 12:30 AM

    Dear Lakshan, Very Correct. According to Ryba, (2012), employees are categorized into four main groups. Highly engaged employees (Employees who intent to stay long term) / Moderately engaged employees (Favorable, but something hold them back) / Barely engaged employees (Indifferent and at risk of turnover) and Disengaged employees (Negative and disruptive toward the workplace).

    ReplyDelete
  3. Mohamed ShamranMay 16, 2022 at 7:15 AM

    A well-written article, According to (Rheem, 2017) these different levels of engagement are present at more than 70% of enterprises around the globe and always changing. Which means that highly engaged employees can shift down to become engaged employees and another way up, even highly disengaged employees can become highly engaged employees if managed well. That's why companies tend not to dismiss highly disengaged employees because it is always possible for research development departments that every employee performs their full potentials at some point of their career life cycle (Markos, 2010).

    ReplyDelete

Post a Comment

Popular posts from this blog

Zinger model for Employee Retention and Employee Engagement

-
Image
David Zinger has introduced a workable model which throws lights on various aspects of employee retention and engagement with twelve keys that should be followed by managers in order to achieve significant success in the organization  (Shailashri, Shenoy, & Kumar, 2018) . Figure 1                                                        Source : (Hussainy, 2020) The figure 1 shows how the results can be obtained in the organization by using Zinger model with the concept “CARE” which indicates “connect, authentic, recognition and engage”. Employee retention is an activity of keeping employees with the organization and reducing turnover by nurturing a positive working environment to promote engagement, appreciation to the employees, providing competitive pay and benefits with healthy work-life balance  (Hussainy, 2020) . According ...
Read more

Employee Engagement and Retention

-
Image
The employer-employee relationship should be based on trust, integrity, mutual commitment and communication which will boost organizational success  (Kimeu, 2021) . Performance management system, Reward and recognition, learning and development can be taken as the major drivers for employee retention of an organization  (Kimeu, 2021) . Video 1 Source : (Marie, 2019) According to video 1, the most important thing for employee retention is the “salary” and the “job description”. The salary or wages should be fair enough for the employees and the job should be clear. The other important thing is having ‘well trained managers” inside the organization because it develops the employee engagement which will directly increase the retention of employees. Sometimes it may be the most important factor for the retention of employees rather than salary and job description according to video 1.Business purpose or culture can be taken as the third important thing for employee retenti...
Read more