Workforce engagement is the degree to which employees are satisfied with their jobs, feel valued, and experience collaboration and trust. Engaged employees work with the company for a longer period and establish effective techniques of adding value to the company. The outcome is a high performing organization where individuals are thriving and productivity is increased and sustained (Bhuvanaiah & Raya 2014). Engagement entails emotional and intellectual devotion to an organization. Employee engagement is a significant area that a company should pay attention to in order to be productive and obtain competent and dedicated employees (Markos & Sridevi 2010). Disengaged workforce wastes its energy and capability on activities that are not important. Effective communication improves workforce engagement.
Factors that Enhance Workforce Engagement
Dealing with Stress
- Stress factors reduce workforce engagement(Bhuvanaiah & Raya 2014).
- Dealing with stress is a factor that help in increasing workforce engagement in an organization.
- The source affirms that reducing the workload burden, appreciating the workforce quality, continuous monitoring, and allowing employees to manage their work increases workforce engagement.
Promoting Employee Well Being
- Many employees are not engaged due to lack of motivation.
- Organizations should focus on employee fulfilment instead of just paying them for their work(Bhuvanaiah & Raya 2014).
- The source states that physical, emotional, mental, and spiritual need fulfilment motivates employees to perform well and develop a feeling of safety, trust and wellbeing. Such wellbeing enhances higher level of engagement and performance.
- Employees become emotionally energised when they receive positive judgement over meaningfulness of task activities, clarity on purpose of the task, ability to achieve the purpose, and opportunities for better performance.
- Bhuvanaiah and Raya (2014) emphasize that clarifying objectives to employees, how their involvement meets the requirement of the organization, and independence in performing their duties promote employee self-management that initiates workforce engagement.
- Proper training enhances workforce engagement by improving the workforce knowledge and skills(Markos & Sridevi 2010).
- The source emphasizes that employees who understand their work have a higher level of confidence and are able to work with minimal supervision that develops their self-efficacy and engagement.
- Leaders should provide financial and non-financial gains for highly engaged employees.
- Markos and Sridevi (2010) states that when employees get additional pay, recognition and praise, they work hard to perform well, which is a sign of workforce engagement.
How Can Internal Communication Approach affect Workforce Engagement?
- Internal communication encourages workforce engagement, as it enables employees to apprehend the current changes and how to respond and understand the organization’s rules and regulations(O’Neill, Hodgson, & Al Mazrouei 2015).
- In this source, O’Neill, Hodgson, and Al Mazrouei (2015) emphasize on leaders’ capability to communicate internally as a sign of workforce engagement.
- Ineffective internal communication in an organization poses a challenge to workforce engagement. A silent organization can face the worst outcomes as employees are forced to wonder, listen to the gossip, and depend on media for information regarding their organization(Hayase 2009).
- The source, (Hayase 2009), denotes that silence and ineffectual internal communication implies low employee morale, poor relationship between the workforce and the management, unclear information on employee benefits and their understanding of the organizations’ goals and culture, which lead to low levels of engagement.
- Karanges (2014) explains that ineffective internal communication makes the workforce to believe that the organization holds them in low regard and does not pay attention to their interests.
- Lack of social exchange or one –way communication makes employees to negatively perceive the extent to which the organization recognizes their contributions. They think the management is not interested in their welfare, ant this results in low level of engagement.
Preliminary References and their Relevance to the Topic and Argument
Bhuvanaiah, T. and Raya, R.P., 2014. Employee engagement: key to organizational success. SCMS Journal of Indian Management, 11(4), p.61.
This source provides the definition of workforce engagement and discusses employee engagement levels. It also states the need for engagement behaviour in an organization and ways of managing engagement.
Hayase, L.K.T., 2009. Internal communication in organizations and employee engagement.
The source discusses the relationship between internal communication and workforce engagement. Effective internal communication enhances workforce engagement.
Karanges, E.R., 2014. Optimising employee engagement with internal communication: a social exchange perspective.
The source discusses strategies of developing effective internal communication as a way of increasing workforce engagement. Proper communication ensures that the workforce understands its contribution to the organization’s goals.
Markos, S. and Sridevi, M.S., 2010. Employee engagement: The key to improving performance. International Journal of Business and Management, 5(12), p.89.
The source explains the drivers of workforce engagement, organizational performance, and workforce engagement strategies. Employee engagement is vital to retaining employees. Engaging employees by ensuring that there is involvement, independence, and trust is essential to achieve the goals of the organization.
O’Neill, K., Hodgson, S. and Al Mazrouei, M., 2015. Employee Engagement and Internal Communication: A United Arab Emirates Study. An Experience of Bangladeshi Garment Industry.
The source discusses how an organization can increase workforce engagement though communication and the challenges involved in internal communication.It states that organizations should device strategies like creating a positive and supporting healthy working environment, providing suitable resources and continuous monitoring to prevent uncertainty in work place to create a contented and industrious workforce.