Employee Engagement
Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work. 
When organizations pay attention on ways to enhance employee satisfaction, changes won’t always result in increased overall performance. Usually, the conditions that make worker “satisfied” with their jobs are the equal conditions that frustrate high performing employees. Top performers welcome exchange, seek out ways to enhance, and challenge the reputation quo. They count on all employees be held accountable for delivering in outcomes, whereas low performers avoid responsibility, hang to the fame quo, and face up to change.
Employee engagement isn't the same as employee satisfaction as employee satisfaction only indicates how satisfied or content your employees are. It does not deal with their degree of motivation, involvement, or emotional commitment. For a few employees, being satisfied refers to a paycheck for a as little work done.
Employee engagement is more than activities, games, and events. Worker engagement drives performance. Engaged employees look at the whole of the organization and understand their purpose, where, and the way they fit in. This ends in better decision-making. Corporations with an engaged group of workers outperform their competitors. They have better profits and get better quicker after recessions and monetary setbacks. Engagement is a key differentiator on the subject of growth and innovation.
Engagement can be accurately measured with short surveys that contain just a few questions, but such short surveys can only provide an indication of whether employees are engaged. They have a hard time explaining why employees are engaged or disengaged because they lack detail. Without sufficient information, an organization cannot develop meaningful activities, training programs, strategies, and initiatives to raise levels of engagement. 
HR can lead the organization to create an effective employee engagement strategy, but it has to be embraced by the entire organization. There is a clean gap among the optimism of upper management and what middle managers practice with their teams. To recognize the whole organization picture, it’s crucial to have a powerful, multi-directional communication strategy within the company. Effective communication is one of the most important factors that extremely responsible for the success of business. Businesses that thrive are capable of articulate and communicate what success looks like as individual workers, teams and departments, and the organization as a whole. This will increase engagement within the organization.

References


Abbott, J., 2003. Does employee satisfaction matter? A study to determine whether low employee morale affects customer satisfaction and profits in the business-to-business sector. Journal of Communication Management, pp.333-39.
Wellins, R.S. & Bernthal, P., 2015. EMPLOYEE ENGAGEMENT: THE KEY TO REALIZING COMPETITIVE ADVANTAGE. Development Dimensions International, Inc.

Williams, G. & Davies, F., 2012. Using social exchange theory to predict the effects of hrm practice on employee outcomes. PhD Thesis.

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