Challenging Work as a Driver of Employee Engagement
April 3, 2025
Introduction We often hear the term employee engagement being spoken about in various contexts. We are often told by management experts that engaged employees are a source of sustainable competitive advantage. During earlier periods of organizational theory and practice, it was common for the HR (Human Resources) function to take care of administrative aspects such…
The level of employee engagement can be measured by the willingness and ability of employees to contribute to the success of their organisation. It is their discretionary effort which is an essential element for the good health and well being of a company. A highly engaged workforce shows the high level of engagement in their…
An expert on engagement, David Zinger is a Canadian based management consultant whose work is designed to fostering relationships to increase the employee engagement in your organisation. With an experience of more than 25 years in this field, he is able to combine the current researches with practical approaches in order achieve substantial results. Based…
History records how Alexander was able to march on and conquer hitherto unknown lands due his valour and his motivated troops. However, the same history also records, how dissent amongst his troops towards the latter part of his career, cut short his ambitions of supremacy in Asia.
Alexander started hiring more outsiders, laying off his tired troops and more significantly punishing open feedback by his men. His actions, at the latter part his conquest, were in stark contrast to his initial techniques which had been successful in fostering a sense of belonging among his men. This led to dissent and ultimately dealt a huge blow to Alexander’s aspirations.
In today’s business context, let us look at the cost of a disengaged workforce to better understand the significance of employee engagement.
The findings of the Gallup Study of 2008 show that while the engaged employees believe they can contribute to company’s growth, the disengaged employee believes otherwise, i.e. his job does not contribute to the organization. This belief of the disengaged employee creates a negative spiral that affects his work, co-workers, customers, productivity, and eventually both happiness of employee and company performance. Some effects are illustrated below:
An engaged workforce form an emotional connect with the organization that helps them
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