What Is Employee Engagement Why It Should Be Want?

Employee engagement is a term used in human resources to describe how excited and committed workers are to their jobs. Engaged employees care about their jobs and how well the company is doing, and they believe that their work makes a difference. 

An engaged employee cares about more than just getting paid. They may think that their well-being is tied to how well they do their job, which makes them essential to the success of their company.

Understanding Employee Engagement

Employee engagement is essential to a company’s success because it is linked to job satisfaction and morale. Communication is vital for getting and keeping employees interested in their work. 

Especially engaged employees are more likely to be productive and do a better job. They also tend to care more about the company’s goals and values.

Employers can get employees involved in many ways, such as being clear about what is expected of them, giving rewards and promotions for good work, keeping employees up to date on how the company is doing, and giving regular feedback. 

Another strategy is to make employees feel valued and respected and like their ideas are heard and understood. 

Engaged employees believe that their work is essential, that their bosses appreciate and support them, and that the success of their company is in their hands.

Since the 1990s, employee engagement has been a part of management theory, and it became more popular in the 2000s. 

Employee engagement has its critics, mainly because it can be hard to measure. However, it has been found to directly link a company’s financial health and ability to make money.

Employees who are engaged often feel emotionally connected to their job and company, and they will be focused on working toward the goals of their organization. 

Companies can define employee engagement based on their own needs, but there are a few things that all engaged employees have in common.

  • They know what their role is and what their job is, and they want to do it.
  • They work hard and are loyal to their boss.
  • They are driven to help their organization succeed, and they know what success looks like (and how to work toward it).
  • They feel emotionally and intellectually connected to their organization and are driven to do their best work.

According to the outsourcing company Aon Hewitt, they are emotionally and intellectually connected to their organization because they do three main things:

  • Say that an employee always says good things about their boss to coworkers, customers, and job candidates.
  • Stay (an employee wants to stay with the company even though they have other opportunities).
  • Strive means that an employee goes above and beyond to help their company succeed.

Levels Of Employee Engagement

Employee engagement is a way to measure how people feel about their jobs. Employees are divided into four main groups based on how they feel about their jobs.

Employees who are very involved

Highly engaged workers have perfect things to say about where they work. When employees feel like they belong to their teams, love their jobs, and have good feelings about your organization, they’ll want to stay and work harder to help it succeed. These “brand advocates” tell their family and friends good things about their company. They push the people who work with them to do their best.

Primarily interested employees

Employees who are only somewhat engaged see their company slightly positively. They like their company, but they can see ways to improve it. These workers are less likely to ask for more work, and they may not do their jobs well. Something about the organization or their job keeps them from giving it their all.

Employees who barely care

Employees who are just barely engaged don’t care much about where they work. Most of the time, they don’t care about their jobs and will do just enough to get by, or sometimes even less. People who aren’t very interested in their work may be looking for other jobs and are more likely to leave.

Employees who don’t care

When workers aren’t interested in their jobs, they don’t like where they work. They don’t know the organization’s mission, goals, or plans. They don’t care about their occupation or their responsibilities. It’s essential to understand how to deal with employees who aren’t doing their jobs so that their bad attitudes don’t affect the work of other employees.

What Is Employee Engagement Not?

Employee engagement and similar words like happiness, satisfaction, and well-being are interchangeable. But there are apparent differences between these ideas that you need to know about.

Happiness at work

Some bosses may wonder what they can do to keep their workers happy. Happiness is essential, but it’s not the same as being engaged. It doesn’t say anything about how much employees care about the company or how hard they’re working to achieve the organization’s goals. 

Happiness is a short-term measurement that changes quickly. For example, a raise might make a worker happy for a short time, but they might go back to not caring.

Employee engagement is a robust and long-term bond between an employee and the company.

Employee satisfaction

And also, you can only get a rough idea of how happy your employees are. A worker who is satisfied with their job may not be engaged. 

Happy employees won’t do anything to go above and beyond most of the time. They usually stay, but they aren’t motivated to go above and beyond.

Engaging employees tend to be productive, while satisfied employees tend to coast through their work and experience.

Well-being of employees

Employee well-being looks at many parts of an employee’s life, like how well they handle stress or if they’re living up to their full potential. Employee engagement can go up if you give them tools to improve their health.


Employers in many different fields are paying a lot of attention to employee engagement. In some ways, it’s an old goal for employers to want to find ways to get their workers more interested in their jobs and more committed to the company.

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