Employee Engagement and Retention
The employer-employee
relationship should be based on trust, integrity, mutual commitment and
communication which will boost organizational success
Video 1
Source
:
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 retention because it is the factor
that employees are connected to the organization.
There are three factors
which affect the employee engagement which are cognitive engagement, affective
engagement and behavioral engagement
- Training
and Development
- Compensation
- Organizational
culture
- Leadership
- Feedback
How
employee retention can be obtained in the workplace
Training and
development sessions play a major role regarding employee retention in my
organization. Not only about machineries and technical things, but also about
relevant leadership skills, HR strategies, teamwork and many other important
should be given to the employees from training and development sessions. I can
develop job satisfaction and motivation in employees’ mind from these sessions
and it will definitely increase employee retention inside the
organization. According to
Figure
1
Source
:
Employees are asset for
an organization as they bring their intellectual capita, skill and experience
in the organization and with all these three attributes those employees work
for the organization to become competitive in the industry
References
Imam, A., & Shafique, M. (2014). Impact of
Employee engagement in retaining employees through mediating effect of Job
satisfaction and organizational commitment and moderating effect of job
stress:A corporate Banking sector study of Pakistan. Journal of Applied
Enviornmental and Biological Sciences, 1-15.
Kimeu, R. M. (2021). Effect of Employee Engagaement
Drivers on Employee Retention A case of Marie Stopes Kenya. Nairobi: School
of Business and Economics,Daystar University.
Marie, A. (2019, October 3). Employee Engagement and
Retention/People Biz,inc. Retrieved May 3, 2022, from Alicia Marie:
https://www.youtube.com/watch?v=0impr8ZkmRQ
Munish, & Agarwal, R. (2017). Employee Engagement and
retention:A review of Literature. International Journal of BRIC Business research(IJBBR),
1-19.
Theuri, C. N. (2017). Effect of Employee Engagement on
Employee Retention within an organization. Nairobi: United States
International University-Africa.
Zindove, L. V., & Magaisa, G. M. (2020). Effects of
Employee Engagement on Employee Retention Strategies at the Christian Council
of Zimbabawe. The international journal of business and management,
173-180.
Hi Lakshan, I agree with your blog. In addition to that Employee engagement is a broad concept that encompasses practically all aspects of human resource management that we are aware of. Employees fail to even more themselves in their jobs in response to such mismanagement if all features of human resources are not managed appropriately. Employee engagement is based on principles such as work satisfaction, employee commitment, and organizational citizenship behavior. Employee engagement is a broader concept that is connected to and incorporates these topics. (Council, C.L., 2004)
ReplyDeleteHi Pavani,I agree with your comment and thank you very much for the content of it.It is very true that employee engagement will not work if all the human resoure management features are not managed properly. Anyway although all these features are managed properly,these affective,behavioral and cognitive engagement should be focused properly by managers or leaders in seperate ways such that employees feel themselves that they are the most valuable asset in an organization. To do that it is the most suitable way or most suitable structure to look at that by dividing these factors into this conceputal model.
DeleteHi Lakshan , Agreed with you , An employee's positive attitude regarding the organization and its worth. An engaged employee understands the business environment and collaborates with coworkers to improve job performance for the benefit of the company.
ReplyDeleteThe company must work to foster and grow employee engagement, which necessitates a two-way connection between the employer and the employee (Vitt, 2014).
hello Maheshani, According to your comment the relationship between employer and employee is very much important for employee engagement of an organization.It is very true.If employer can give what is expected by employee, it will be the utmost sucess of the company. To do that employer needs a way or a model,so that nothing will be missed from management side which directly increase employee engagement and retention. That is why reserchers have found this way and proposed that cognitive,affective and behavioral engagement is very much important inside an organization.
DeleteDear Lakshan, Very correct. In addition to the above factors. It is identified that benefits are the second most important factor employee consider after salary or wage. It is important that company does have a proper benefit program which helps to hire talented staff and retain staff. (IPM, 2010).
ReplyDeleteDear Dulanjana, All the companies should have a proper method for benefit program which is very much important for employee engagement and retention. Employees do not consider only about their salary and wages, but also about the other benefits which are given by the organization to lead a good and happy life style. According to (Munish & Agarwal, 2017) economic,social and mental condition of an employee is strongly affected by positive feedback within the organization."Benefits" play a major role when acheiving these kind of good condition for the employees.
DeleteDear Lakshan, Agree with you and Employee engagement is important, serves a larger corporate purpose, and can include involvement, dedication, passion, enthusiasm, concentrated effort, and energy, making it an attitudinal and behavioral trait(Macey & Schneider, 2008).
ReplyDeleteDear Shalini,Thank you for the content of your comment and all the factors that you have mentioned there are included in the conceptual model which consists of affective management,behavioral management and cognitive management. Employers can expect involvement,dedication,passion and all the other factors from empoloyees by having a good management system within the organization.That is what explained in the attached video.
DeleteHi Lakshan agreed with your content, in addition to the above employee retention is critical for an organization's productivity flow, cost reduction, and training cost reduction.
ReplyDeleteHello Thanuja, It is a very important thing which you have mentioned here that cost reduction,productivity flow and many other things strictly depend on employee engagement and retention.When employees are involved in decision making of the organization in a proper way,it facilitates the success of the organization through increased productivity(Zindove & Magaisa, 2020).Then it will let the company to acheive their goals in a fruitful manner.
DeleteHi Lakshan, I agreed but I would like to explain few more thing in employee engagement. Employee engagement is a massive creation that touches almost every aspect of the human resource management sector we know of. If every part of the human resource is not addressed properly, employees will fail to fully engage in their work in response to such mismanagement. Construction employee bonding is based on previous concepts such as job satisfaction, employee commitment, and organized citizen behavior. Although it is related and included in these concepts, employee participation is broad in scope. Employee engagement is a stronger predictor of positive organizational performance and clearly demonstrates the two-way relationship between employer and employee compared to the previous three constructions: job satisfaction, employee commitment, and corporate citizen behavior. Employees who are engaged are emotionally attached to their organization and go beyond the employment contract and join their employer with great enthusiasm for their employer’s success (Markos and Sridevi, 2010).
ReplyDeleteHi Lakshan. I agree with your content. I would also wish to add that having a fully engaged workforce will drive the organization to success. Organizations are tending to invest on skills, abilities and innovative behaviours to reciprocate external inconstancy. Organizations’ success in this regard would directly proportionate to Return on Investment (Bhuvanaiah & Raya,2014).
ReplyDeleteThis comment has been removed by the author.
ReplyDeleteHi Lakshan, I like to add one more thing to employee retention, The Impact of Rewards on Job Satisfaction and Employee Retention,This study explored the impact of rewards on job satisfaction and employee retention among nurses. The objectives of this study were to determine the impact of rewards on employee retention, to establish whether there is a relationship between rewards and job satisfaction, to establish the relationship between job satisfaction and employee retention and to make recommendations to the policy makers in the organization on possible ways/strategies to improve employee retention based on the research findings.
ReplyDeleteHi Lakshan, useful content. In addition to the above, in today's competitive environment, employee engagement has emerged as a vital driver of corporate success. High levels of engagement encourage talent retention, develop consumer loyalty, and boost organizational performance and shareholder value (Aina, 2020).
ReplyDeleteHi Lakshan,
ReplyDeleteAgree with your blog.
It is the organizational behavior represented by the organizational senior management which effects the level motivation and satisfaction through its beliefs, principle and underlying values which are closely followed by organization (Roos, Van Eeden, 2008)
Hi Lakshan. very good explanation. The existing studies shows the different aspects of employee engagement and retention. After analyzing various research papers a definition of engaged and retained employee came out that an engaged employee is one who is motivated, highly dedicated, ambitious, strive to for an extra edge and always lead by the example to others and align his goals toward organizational goals (Tarique, 2010).
ReplyDeleteHi Lakshan.
ReplyDeleteI agree with your content. I would also wish to add that, concept of employee engagement has attracted a lot of attention recently. Reilly and Brown(2008) noted that the terms ‘job satisfaction’, ‘motivation’ and ‘commitment’ are generally being replaced now in business by ‘engagement’ because it appears to have more descriptive force and face validity. As Emmott (2006) commented, ‘Employee engagement has become a new management mantra – and it’s not difficult to see why. Engaged employees – those who feel positive about their jobs – perform better for their employers and can promote their organization as “an employer of choice”.’( Armstrong, 2010)