What is employee engagement?
"Employee engagement" is a concept which comes to the discussion in HRM during last two decades. There are number of definitions & introductions given by many scholars and researchers which are providing better ways of identifying the concept. This is basically about how the engagement of employees in their work roles effect on achieving organizational goals.
Armstrong, (2014) states that engagement takes place when people are committed to their work and the organization and are motivated to achieve high levels of performance.
Employee engagement is a positive attitude held by the employee towards the organization and its values (Robinson et al, 2004).
Employee engagement is harnessing of organization members' selves to their work roles in engagement, people employ and express themselves physically, cognitively, emotionally and mentally during role performance (Khan, 1990).
Application of the employee engagement in branch banking.
Branches are the front liners of a Bank as they are carrying out the main banking functions to their customers. Engagement of the branch staffs' to their job roles should be in a considerably higher standard in order to perform their tasks to the expected levels. We see number of instances where customers are not satisfied the services that they received from the branch & such scenarios has led the bank to reduce their profits.
Following factors can influence the engagement levels of the branch staff.
Understanding their commitment in achieving the organizational goals towards their job roles.
All staff including the minor staff should have a clear vicinity of their job roles & its contribution in organizational success. A better understanding & the commitment of the individual contribution of each and every staff member can produce a better customer service.
Alignment of the job roles with the business objectives.
Designing of the job roles should be done in a effective way where the branch staff can perform their duties without a hassle. Further, the given objectives should be achievable towards the relevant job roles.
How does the employee feel about the organization.
An organization should implement a good working environment for their employees so they can feel job security and the satisfaction. It will help the organization to gain a high levels of efficiency & the productivity from their staff.
Opportunities for development.
Growth of the employees is important when the organization is having long term strategies. Branch staff should have opportunities to develop their carriers with the relevant experiences and the job knowledge & they will engage in their duties as they need to gain the same up to the expected levels.
Variety.
This allows the branch staff to perform many different activities. Rather than being restricted to perform limited duties, allowing job rotations will lead the employees to work with a satisfaction & motivation since the invariability can be reduced.
Enhancing the employee engagement.
This is a process which never ends and it rests on the foundation of a meaningful and emotionally enriching work experience (Perrin, 2003). Further he emphasized that, making people happy or paying them more money are playing a less significant role in employee engagement, and the main elements which can drive an organization to gain a better employee engagement are, strong leadership, accountability, autonomy and opportunities for development.
As a self reflection, I would address the employee engagement in branch banking as a two-way process where the branch staff as well as the management need to play their roles accordingly. Management should identify the requirement of relevant changes or improvements & implement them in adequate levels. Branch staff should effectively utilize the provided resources or the implementations & contribute in achieving the objectives in expected levels.
References
Armstrong, M. (2014). Handbook of human resource
management in government, British Library Cataloguing-in-Publication
Data. doi: 10.1177/030913258901300105.
Kahn, W. A. (1990). Psychological conditions of personal
engagement and disengagement at work, Academy of Management Journal
Kompaso, S. M. and Sridevi, M. S. (2010). ‘Employee
Engagement: The Key to Improving Performance’, International Journal of
Business and Management, 5(12), pp. 89–96. doi: 10.5539/ijbm.v5n12p89.
Perrin, T. (2003). Working Today: Understanding what
drives employee engagement, New York,
Robinson
D., Perryman S., and Hayday S. (2004). The Drivers of Employee Engagement
Report 408, Institute for Employment Studies, UK
Good explanation about the topic
ReplyDeleteOnly 13% of employees are engaged worldwide according to studies. This is a disaster. The result creates lower sales, productivity, customer service and morale. This costs companies billions of lost revenue and profit. Managers have to learn how to increase employee engagement.
ReplyDeleteValuable Article Janith
when you are selected topics, you always selected related to your organization. Negative emotions lead to disengagement, higher staff turnover, and poor customer service are the primary drivers of employee engagement among banking sector
ReplyDeleteI see a honest endevour in applying the HRM knowledge into your industry. Is organizational justice a main determinant of employee engagement in your bank.
ReplyDeleteThe way you wrote this article is great and felt keen on read again and again, thanks for bring your experiences as a banker and combine with the subject, employee engagement is becoming the real demand now, as we are operating in VUCA environment our staff is key to thrive in the market place. as I am in Real States sector I have to work closely with bankers, I am working with more than 7 banks and with their island wide branches, I have observed some managers are giving extraordinary endeavors to work with us as well, they need to ensure more mortgages to deliver, they are working tirelessly with us not considering time limits some times, so their banks are blessed with employee engagement right? your article is well balanced and intersting
ReplyDeleteEmployee Engagement is a new concept attracting more importance in recent years. It considers employees as the key to the organization’s success. If an employee engages to work, he or she will feel an ownership, and come work to perform. Job will not be a burden and produce a greater result in more efficient manner.
ReplyDeleteBetter employee engagement is the key to success of any organization specially banking sector. Well explained it through this article.
ReplyDeletewell explained about the topic
ReplyDeleteNicely summarized article relating to your employment
ReplyDeleteEmployee engagement is the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work. Employee engagement is not the same as employee satisfaction. Employee Satisfaction only indicates how happy or content your employees are.
ReplyDeleteWell explained the topic. Good article
ReplyDelete