Employee engagement refers to employees’ physical, mental and emotional involvement in the work, there are three main factors can be impacted to employee engagement, Organizational factors, job factors and individual factors (Sun & Bunchapattanasakda,2019).

Many organization still fail to gain the anticipated results of employee engagement due to lack of awareness about the affecting factors, there are key predictors of employee engagement, career development, employee empowerment, interpersonal relationships, communication, leadership, organizational culture, job design, compensation system, performance management, and individual factors like extraversion, carefulness and positive affectivity(Tewari,2020).

There is a positive or negative relationship between reward, work-life-balance, work environment and employee engagement, organization should maintain that level of relationship positively to have a better employee engagement (Husna & Shah & Zailan,2016).

The approach of employee engagement for new employees started from the stage of employee selection & recruitment by selecting the correct employee & providing a realistic job scope, organizing strong induction & orientation program giving demanding training & development program covering soft skills, technical skills, leadership developments(Gangwani,2015).

Sharma(2019)Investigated that engaged employees and constantly shows main three behaviors which develop organizational performance: Say – The employee promotes for the organization and refer potential employees and customers, Stay – The employee has a strong willingness to be a member of the organization, Strive – The employee use additional time, effort, and initiative to add to the realization of the business objectives.

The organization I work in, a leading organization in Sri Lanka manufacturing industry, employees are working happily with the appreciation of management, Leaders are good listeners & empower the employees with responsibilities at the right time, Organization leadership type is transformational, communication is extremely effective, every employee receive information via SMS on time, bonus & increments directly combined to employee performance, training & developments programs are on-going-lean,communication,technical,stress management. Organization is moving as a highly reputed organization who is manufacturing world number one brand. Employees are highly respected in the society including myself.

 

Figure 01 -Model of Employee engagement.

 

(Source: Bedarkar & Pandita,2014).

 

Figure 01 illustrated leadership, communication & work life balance are the three specific drivers of engagement & assume that these drivers lead to employee performance, which ultimately results in higher organizational performance (Bedarkar & Pandita,2014).

The best skills & characteristics of the employees in any organization will depend on the approach of employee engagement, if the organization fail to satisfy employees, danger of losing the talented & high skill employees (Singh and Sabharwal, 2011).

Recognition is the key factor in any type of organization to show employee value to the organization (Danish and Usman, 2010).

 

References,

Bedarkar,M.,Pandita,D.(2014) A study on the drivers of employee engagement impacting employee performance.Procedia-social and behavioral sciences,106-115.

Danish, R. and Usman, A. (2010) Impact of Reward and Recognition on Job Satisfaction and Motivation: An Empirical Study from Pakistan. International Journal of Business and Management, 5(2),162.

Gangwani,S.(2015)Effectiveness of employee engagement in organizations:An Overview. International Journal of Research in IT and Management,6(11),132-141.

Husna,M.I,Shah,M.M,Zailan,S.N.(2016) How Work Environment affects the Employee Engagement in a Telecommunication Company.3rd International Conference on Business and Economics,419-426.

Sharma,K.R.(2019) Employee Engagement – Key Element of Employee Performance at Workplace: A Review of Literature. International Journal of Management, Technology And Engineering,IX(III),110-120.

Singh, A. K. and Sabharwal, S. (2011) Talent Quotient Model for Effective Talent Management: An Empirical Study. The Indian Journal of Commerce, 64(2)145-156.

Sun,L., Bunchapattanasakda,C.(2019) Employee Engagement: A Literature Review. International Journal of Human Resource Studies,9(1)63-80.

Tewari,I.(2020) Factors that Drive Employee Engagement in Organizations: A Review. International Journal of Psychosocial Rehabilitation,24(5)6767-6773.