CHAPTER 5
EMPLOYEE ENGAGEMENT & PSYCHOLOGICAL
CONTRACT
Meaning of employee engagement
Employee engagement is a human resources (HR) concept that describes the
level of enthusiasm and dedication a worker feels toward their job. Engaged
employees care about their work and about the performance of the company,
and feel that their efforts make a difference.
TYPES OF EMPLOYEE ENGAGEMENT
1. ACTIVELY ENGAGED
Actively Engaged employees are passionate about what they do in their role and
fully committed to the company mission. These are people who bring a positive
attitude, that can trickle down into other departments. They offer new ideas and
creativity to solving challenges and thrive in working in collaborative
environments with teammates. You’ll find these types of engaged employees
sharing knowledge, collaborating more, and even becoming your top brand
advocates.
2. NOT ENGAGED
Most employees fall into the middle ground for levels of engagement. They put
in their time and fulfil their job responsibilities, but they are more neutral about
the company. To them, work may just be a pay check, and they need to see a
reason to become more involved and spend any extra effort beyond the job
description.
Maybe they’re not happy with how business decisions are being communicated
from executives or they want to know more about how their work fits into the
bigger picture. This group may just need a reason to be inspired and could
become actively engaged with an extra push from managers and leaders.
3. ACTIVELY DISENGAGED
While Actively Disengaged employees are usually the outliers, they can have a
big impact on team dynamics. These employees are negative and resentful about
the company and are often under-performers. They are likely not to invest time
in team-building activities or development opportunities that could help them in
their career growth at the company. And if these employees are vocal with their
Human Resource Management
, CHAPTER 5
complaints and negativity, there is a risk of disengagement spreading across the
organization.
Actively disengaged employees are likely to be looking for jobs at other
organizations and can lead to an impact on a company’s retention rates. Plus,
this negative energy can impact morale on various teams, reduce productivity,
and cost your company big money.
KEY DRIVERS OF EMPLOYEE ENGAGEMENT
1. Engagement
While this driver might seem redundant at first, it serves as the critical
centrepiece for all of the other drivers. It’s more of an all-encompassing factor
that relates to an employee’s overall feelings of engagement and attachment to
the company.
2. Company Performance
The company performance driver informs an employee’s perception of how
well the organization is performing and if it’s able to meet its goals. If
employees sense that their company is outperforming the competition and
dominating the marketplace, they’re naturally more ready, willing, and able to
engage with their work, co-workers, and employer.
3. Leadership
No matter the size of an organization or its industry, leadership will always be
an absolutely key engagement driver. It speaks to an employee’s confidence in
senior leadership to make healthy, well-informed decisions. Like the company
performance driver, attitudes on the relationship between leadership and
Human Resource Management
EMPLOYEE ENGAGEMENT & PSYCHOLOGICAL
CONTRACT
Meaning of employee engagement
Employee engagement is a human resources (HR) concept that describes the
level of enthusiasm and dedication a worker feels toward their job. Engaged
employees care about their work and about the performance of the company,
and feel that their efforts make a difference.
TYPES OF EMPLOYEE ENGAGEMENT
1. ACTIVELY ENGAGED
Actively Engaged employees are passionate about what they do in their role and
fully committed to the company mission. These are people who bring a positive
attitude, that can trickle down into other departments. They offer new ideas and
creativity to solving challenges and thrive in working in collaborative
environments with teammates. You’ll find these types of engaged employees
sharing knowledge, collaborating more, and even becoming your top brand
advocates.
2. NOT ENGAGED
Most employees fall into the middle ground for levels of engagement. They put
in their time and fulfil their job responsibilities, but they are more neutral about
the company. To them, work may just be a pay check, and they need to see a
reason to become more involved and spend any extra effort beyond the job
description.
Maybe they’re not happy with how business decisions are being communicated
from executives or they want to know more about how their work fits into the
bigger picture. This group may just need a reason to be inspired and could
become actively engaged with an extra push from managers and leaders.
3. ACTIVELY DISENGAGED
While Actively Disengaged employees are usually the outliers, they can have a
big impact on team dynamics. These employees are negative and resentful about
the company and are often under-performers. They are likely not to invest time
in team-building activities or development opportunities that could help them in
their career growth at the company. And if these employees are vocal with their
Human Resource Management
, CHAPTER 5
complaints and negativity, there is a risk of disengagement spreading across the
organization.
Actively disengaged employees are likely to be looking for jobs at other
organizations and can lead to an impact on a company’s retention rates. Plus,
this negative energy can impact morale on various teams, reduce productivity,
and cost your company big money.
KEY DRIVERS OF EMPLOYEE ENGAGEMENT
1. Engagement
While this driver might seem redundant at first, it serves as the critical
centrepiece for all of the other drivers. It’s more of an all-encompassing factor
that relates to an employee’s overall feelings of engagement and attachment to
the company.
2. Company Performance
The company performance driver informs an employee’s perception of how
well the organization is performing and if it’s able to meet its goals. If
employees sense that their company is outperforming the competition and
dominating the marketplace, they’re naturally more ready, willing, and able to
engage with their work, co-workers, and employer.
3. Leadership
No matter the size of an organization or its industry, leadership will always be
an absolutely key engagement driver. It speaks to an employee’s confidence in
senior leadership to make healthy, well-informed decisions. Like the company
performance driver, attitudes on the relationship between leadership and
Human Resource Management
