EMPLOYEE Arundhati Banerjee

ENGAGEMENT
 Employee disengagement refers to a state where
employees lack motivation, commitment, and
emotional involvement in their work.

Adverse Conditions Influencing Employee

Engagement:
• Lack of clear communication and feedback
channels.
• Limited growth and development opportunities.
• Insufficient recognition and rewards.
• Poor work-life balance.
• Inadequate organizational support and resources.
Impact of Employee Disengagement on
Attrition:
• Employee disengagement increases the
likelihood of voluntary attrition.
• Disengaged employees are more likely to seek
opportunities elsewhere.
• High attrition rates can lead to increased

IMPACT OF EMPLOYEE recruitment and training costs for the

organization.

DISENGAGEMENT ON • Attrition also disrupts team dynamics and

knowledge continuity.

ATTRITION AND PRODUCTIVITY

 Influence of Employee Disengagement on
Productivity:
• Reduced motivation and commitment lead to
decreased productivity levels.
• Disengaged employees are less likely to go the
extra mile or put in discretionary effort.
• Lower productivity hampers overall
organizational performance.
• Disengaged employees may exhibit higher rates
of absenteeism and presenteeism.
Consequences of Reduced Productivity:
• Decreased output and efficiency levels.
• Missed deadlines and compromised quality of
work.
• Reduced customer satisfaction and loyalty.
• Diminished innovation and creativity.
Employee disengagement has a negative impact
on both attrition and productivity. Addressing the
IMPACT OF EMPLOYEE root causes of disengagement is crucial for
organizations to retain talent and maintain high
DISENGAGEMENT ON productivity levels. Implementing strategies to
improve employee engagement can lead to a
ATTRITION AND PRODUCTIVITY more motivated and productive workforce.

(CONTD.)
CRITICAL FACTORS INFLUENCING
EMPLOYEE ENGAGEMENT
Employee engagement plays a vital role in the success of organizations. This slide focuses
on two critical factors that significantly influence employee engagement.

Factor 1: Effective Leadership and Management:

• Leadership and management practices have a direct impact on employee engagement.
• Strong and supportive leaders who communicate effectively and provide clear direction
inspire trust and confidence among employees.
• Managers who actively listen to their team members, provide regular feedback, and offer
growth opportunities foster a sense of belonging and engagement.
• Transparent decision-making and inclusivity in the workplace contribute to a positive
work environment that enhances engagement.

Factor 2: Opportunities for Growth and Development:

• Providing growth and development opportunities is crucial for employee engagement.
• Organizations that offer training programs, mentorship, and skill-building initiatives
demonstrate a commitment to their employees' professional growth.
• Career advancement prospects, challenging assignments, and the ability to learn and
acquire new skills contribute to a sense of progress and fulfilment.
• When employees see a clear path for their development, they are more likely to be
engaged, motivated, and invested in their work.
POSITIVELY INFLUENCING
WORKFORCE
ENGAGEMENT LEVELS
Workforce engagement is a strategic imperative for organizations seeking high performance and employee
satisfaction. This slide explores various approaches organizations can take to positively influence workforce
engagement levels.

Approach 1: Foster a Positive Work Environment:

• Cultivate a positive work environment by promoting open communication, respect, and collaboration among
employees.
• Encourage teamwork, provide opportunities for social interactions, and recognize and celebrate
achievements.
• Develop and enforce policies that promote work-life balance, employee well-being, and a healthy
organizational culture.
• By creating a supportive and inclusive environment, organizations can foster engagement and build a sense of
belonging.

Approach 2: Empower and Involve Employees:

• Empower employees by delegating responsibilities, giving them autonomy, and involving them in decision-
making processes.
• Encourage employees to voice their ideas and opinions, and value their contributions.
• Provide regular feedback, performance evaluations, and recognition to acknowledge and appreciate
employees' efforts.
• Establish mechanisms for employees to provide input on organizational goals, initiatives, and processes,
making them feel valued and engaged.

Approach 3: Offer Meaningful Rewards and Recognition:

• Implement a comprehensive rewards and recognition system that aligns with employees' needs and
motivators.
• Offer competitive compensation and benefits packages to attract and retain top talent.
• Recognize and reward outstanding performance, innovation, and contributions to the organization.
• Personalize rewards and recognition to ensure they resonate with individual employees, reinforcing their
engagement and dedication.
 IMPROVING Communication Growth Opportunities

EMPLOYEE
Communication is a crucial aspect of effective Providing employees with opportunities for
collaboration and productivity within any growth and development is another critical
organization. Managers and staff at the US branch factor in enhancing engagement. Employees
can only communicate effectively if they have a solid who are given assistance in advancing their

ENGAGEMENT AT working relationship. Therefore, it is imperative for

managers to place a strong emphasis on cultivating
positive working relationships with their teams. By
professional careers by their employers are
more committed to their jobs because they
have a goal to strive toward. When

THE US BRANCH
fostering open communication, organizations can organizations invest in learning and
reap numerous benefits that outweigh any potential development activities, they demonstrate
drawbacks. their commitment to the growth and success
of their employees.

Encouraging open communication is essential if you By offering growth opportunities, such as

want your employees to stay involved and training programs, mentorship initiatives,
continuously seek new ways to enhance the firm. and career advancement prospects,
When employees feel comfortable expressing their organizations empower employees to expand
thoughts and ideas, it fosters a sense of engagement their skill sets and reach their full potential.
and ownership. They become more likely to This not only benefits the individual
contribute innovative solutions, share valuable employee but also contributes to the overall
insights, and actively participate in problem-solving. growth and success of the organization.
Open communication also enhances team Employees who feel supported in their
collaboration and reduces misunderstandings, leading professional development are more likely to
to improved efficiency and better outcomes. be engaged, motivated, and loyal to the
company.
 The responses from workers at the U.S. branch in the Employee Engagement Surveys
indicate that management has a negative impact on them. It appears that leaders are
failing to effectively communicate the company's vision and principles to the
employees. As a result, the workers are unable to perceive any positive changes
taking place within the organization. Additionally, there seems to be a lack of
encouragement from senior management when it comes to taking initiative and

EMPLOYEE suggesting ideas for improvement. When workers don't feel a sense of purpose and

ENGAGEME belonging, their level of engagement is significantly diminished.

NT LEVELS
The findings of an employee engagement survey reveal a concerning lack of trust
between the workforce and upper-level management. The culture of a company is shaped
by its leadership, and without genuine ties built on openness and trust, it becomes
impossible to foster a culture of mutual assistance and information sharing. Building
meaningful professional connections relies heavily on trustworthiness. If employees do
not trust their leaders, it becomes challenging for them to understand the company's
objectives and goals.

At the US branch, a lack of clear communication discourages questions and criticism.

This further exacerbates the issue of trust. When employees feel that their voices are not
heard or valued, it hinders their engagement and motivation. Effective communication is
essential for employees to grasp the company's direction and contribute meaningfully to
its success.

To address these concerns, it is crucial for leadership to adopt transparency over time.
Employees will appreciate the honesty and openness that is made accessible to them.
When leaders communicate openly, share information, and address concerns, it helps
establish trust in the workplace. This, in turn, encourages open communication between
employees and management, fostering a more productive and positive work environment.

Establishing trust in the workplace is vital for creating a successful workplace. It sets the
foundation for effective collaboration, innovation, and employee engagement. By
prioritizing trustworthiness and transparent communication, organizations can build a
culture where employees feel valued, supported, and motivated to contribute their best
work.

EMPLOYEE ENGAGEMENT LEVELS

(CONTD.)
 [1] SNHU. MBA 687 Leaders Self Evaluations.
https://learn.snhu.edu/content/enforced/1344156-MBA-687-L5055-OL-IOIN-G
R.23TW5/Course%20Documents/MBA%20687%20Leaders%20Self%20Evalu
ations.pdf?_&d2lSessionVal=ryhHajP1mTQIEeChTj7X8NwfH&ou=1344156
[2] SNHU. MBA 687 Exit Interviews.
REFERENCE https://learn.snhu.edu/content/enforced/1344156-MBA-687-L5055-OL-IOIN-G
R.23TW5/Course%20Documents/MBA%20687%20Exit%20Interviews.pdf?_
&d2lSessionVal=ryhHajP1mTQIEeChTj7X8NwfH&ou=1344156
S [3] SNHU. MBA 687 Employee Engagement Surveys.
https://learn.snhu.edu/content/enforced/1344156-MBA-687-L5055-OL-IOIN-G
R.23TW5/Course%20Documents/MBA%20687%20Employee%20Engagement
%20Surveys.pdf?_&d2lSessionVal=ryhHajP1mTQIEeChTj7X8NwfH&ou=134
4156
[4] 2022. Parsons, L. Harvard Division of Continuing Education. How to
Engage a Disengaged Employee.
https://professional.dce.harvard.edu/blog/how-to-engage-a-disengaged-employe
e/