To keep the explanation short from an HR process perspective, when we provide details to an employee regarding his HR benefits, we may be putting in efforts to create employee satisfaction, but when he expresses his dissatisfaction for a certain feature of the process or suggests an improvement, we may be engaging the employee to improve our process.
Thus it seems that more than employee satisfaction, it may be employee engagement that converts into more profits for the company.
Employee satisfaction is still a critical need, but it seems employees feel more empowered when they feel that they are adding value with their thoughts and views, to the organisational processes.
The question nowadays is on whether companies treat employee satisfaction and employee engagement as two different aspects or as the same factor.
From India, Bengaluru
62Thus it seems that more than employee satisfaction, it may be employee engagement that converts into more profits for the company.
Employee satisfaction is still a critical need, but it seems employees feel more empowered when they feel that they are adding value with their thoughts and views, to the organisational processes.
The question nowadays is on whether companies treat employee satisfaction and employee engagement as two different aspects or as the same factor.
From India, Bengaluru
Organisational goals can be achieved only when employees are engaged well.
Having said this, what an employee look forward from an organisation is that he be given opportunities to grow himself or herself by enhancing the skills and competencies and achieve job satisfaction through inclusion, empowerment and amicable work environment
It is therefore a two way process that employees needs to be engaged in activities that not only enhances the productivity of employees but allows employees to retrieve satisfaction from the job and the work culture and empowerment.
After all human resource is the most valuable asset for any organisation.
From India, Vadodara
Having said this, what an employee look forward from an organisation is that he be given opportunities to grow himself or herself by enhancing the skills and competencies and achieve job satisfaction through inclusion, empowerment and amicable work environment
It is therefore a two way process that employees needs to be engaged in activities that not only enhances the productivity of employees but allows employees to retrieve satisfaction from the job and the work culture and empowerment.
After all human resource is the most valuable asset for any organisation.
From India, Vadodara
"Employee" the backbone of the organisation is kept engaged with the policies and procedures of the system which are designed for his smooth functioning. Whereas, his satisfaction is derived only when the balance is created in his life both during and after work.
Here 2 important things are common in his engagement and satisfaction, which make both the factors a part of one, called as Productivity:
1) Understanding the Employee Need
2) Be a Support to relay on in all times.
Have found that many organisations do talk about 'Best Engagement Practices' and "Employee Satisfaction Comes First' but merely they understand that their current thought process cannot focus on any until they understood the meaning of Employee Wellness first.
Best
Arusha Sharma
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From India, Noida
Here 2 important things are common in his engagement and satisfaction, which make both the factors a part of one, called as Productivity:
1) Understanding the Employee Need
2) Be a Support to relay on in all times.
Have found that many organisations do talk about 'Best Engagement Practices' and "Employee Satisfaction Comes First' but merely they understand that their current thought process cannot focus on any until they understood the meaning of Employee Wellness first.
Best
Arusha Sharma
Blithes
HOME - blithes
Follow us at
https://www.instagram.com/blithescounsellingservices/
https://www.facebook.com/Blithescounsellingservices
https://twitter.com/Blithes13
From India, Noida
Employee Engagement basically refers to the "connection" between the organisation and the employee and "communication" that can possibly happen between both of them. In an intentional Employee Engagement initiative, the organisation has to ensure that it is 'connected' or 'communicating' with the employee just for the purpose of getting the work done from the employee. Instead, it should engage the employee for the sack of the employee and the fulfillment of his/her emotional expectations.
Such efforts may address the special needs of the employees which might have an indirect impact on the performance in a long run. Employee Engagement is very essential, especially during the current pandemic situation.
From India, Chennai
Such efforts may address the special needs of the employees which might have an indirect impact on the performance in a long run. Employee Engagement is very essential, especially during the current pandemic situation.
From India, Chennai
Dear colleague,
The employee engagement and employee satisfaction are two different ball games.
However, in both , it is the employer's responsibility to create conducive work conditions to make them so.
Who feels more involved in directing and tying his role performance with emotional bond and commitment with the organization's goals and objectives- the engaged or satisfied employee?
The satisfied employee just does what is his quota of work and does not raise the bar of performance, but the engaged employee shows greater commitment to the organisation's success. He displays it by walking extra miles, produces quality work and is deeply concerned with his contribution to customer satisfaction and concern for business results.
What makes an engaged employee to give his best is meaningful work, caring and sharing attitude by his Supervisor/ Manager, challenging work, due public recognition and reward for his contribution and open and free flowing communication.
The organization which have highly engaged workforce, are found to outperform their competitors which is seen in high productivity, superior quality, better customer satisfaction, higher profits and better investor value.
Obviously , the managements have to continuously find innovative ways of keeping their employees more engaged than merely satisfied all the time and go beyond traditional methods of engagement through activities, picnics and get togeters.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
The employee engagement and employee satisfaction are two different ball games.
However, in both , it is the employer's responsibility to create conducive work conditions to make them so.
Who feels more involved in directing and tying his role performance with emotional bond and commitment with the organization's goals and objectives- the engaged or satisfied employee?
The satisfied employee just does what is his quota of work and does not raise the bar of performance, but the engaged employee shows greater commitment to the organisation's success. He displays it by walking extra miles, produces quality work and is deeply concerned with his contribution to customer satisfaction and concern for business results.
What makes an engaged employee to give his best is meaningful work, caring and sharing attitude by his Supervisor/ Manager, challenging work, due public recognition and reward for his contribution and open and free flowing communication.
The organization which have highly engaged workforce, are found to outperform their competitors which is seen in high productivity, superior quality, better customer satisfaction, higher profits and better investor value.
Obviously , the managements have to continuously find innovative ways of keeping their employees more engaged than merely satisfied all the time and go beyond traditional methods of engagement through activities, picnics and get togeters.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
"Yes, companies should focus more on Employee engagement now more than ever. The employees are feeling isolated because of remote working. There are no more coffee breaks with colleagues, in-person check-ins by managers, or any interactive sessions for work. If employees feel isolated, eventually they will become disengaged, which will affect their productivity negatively. Therefore, follow the below steps to keep them engaged.
1. Frequent team video calls to discuss what is going on with the team.
2. Continuous check-ins and regular one-on-one meetings to learn what is happening with each employee.
3. Taking action on the employees' concerns.
4. Recognizing the efforts of your team and the individuals who perform well.
5. Rewarding the high performers.
6. Delivering constructive feedback and providing solutions to improve themselves.
7. Suggesting training programs to upskill your team members."
From India, Bengaluru
1. Frequent team video calls to discuss what is going on with the team.
2. Continuous check-ins and regular one-on-one meetings to learn what is happening with each employee.
3. Taking action on the employees' concerns.
4. Recognizing the efforts of your team and the individuals who perform well.
5. Rewarding the high performers.
6. Delivering constructive feedback and providing solutions to improve themselves.
7. Suggesting training programs to upskill your team members."
From India, Bengaluru
Employee 'satisfaction' and Employee 'engagement' are inter-related. Without one, other does not have any place in an organizational scenario.
If an employee is engaged or if his potential is optimally utilized, he derives a 'satisfaction'. Satisfaction does not mean, only monetary benefits alone. This may motivate employee to some extent only. But if he is fully engaged, he feels that he is getting accepted in an organization, which gives him an impetus to do the work efficiently and effectively. He feels that he has also a role to play in the success and growth of an organization.
Thus Employee Engagement lead to acceptance of employee which will result into Employee satisfaction.
From India, Aizawl
If an employee is engaged or if his potential is optimally utilized, he derives a 'satisfaction'. Satisfaction does not mean, only monetary benefits alone. This may motivate employee to some extent only. But if he is fully engaged, he feels that he is getting accepted in an organization, which gives him an impetus to do the work efficiently and effectively. He feels that he has also a role to play in the success and growth of an organization.
Thus Employee Engagement lead to acceptance of employee which will result into Employee satisfaction.
From India, Aizawl
Dear colleagues,
Lot many views have been churned out on Employee Engagement vs Employee Satisfaction.
In my view , what is needed to be shareed is case studies of the tried and tested employee engagement programmes by successful organizations which have led to measurable increase in productivity, quality, customer satisfaction and efforts put in by employees in achieving business goals.
Obviously, the data on these and other relevant measurable parameters, giving picture of 'Before' and 'After' introduction of the employee engagement programmes would be a great learning and may trigger trying out more innovative programs.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
Lot many views have been churned out on Employee Engagement vs Employee Satisfaction.
In my view , what is needed to be shareed is case studies of the tried and tested employee engagement programmes by successful organizations which have led to measurable increase in productivity, quality, customer satisfaction and efforts put in by employees in achieving business goals.
Obviously, the data on these and other relevant measurable parameters, giving picture of 'Before' and 'After' introduction of the employee engagement programmes would be a great learning and may trigger trying out more innovative programs.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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