Engagement is a familiar buzz word in Human Resources today and like other professions our terms and definitions are changing as our profession evolves. Terms like compensation have morphed into total rewards, personnel has changed to human capital management, and empowerment to engagement. What is happening is that our profession is establishing newer and better metrics to evaluate company performance and employee successes.
The question for the future is will the concept of employee engagement remain with us or will it go the way of TQM, visioning and other programs? My guess is that engagement is here to stay. Given the research today engagement has a direct correlation to the success of companies. Top-performing organizations understand that employee engagement with the business is a key driver of business success. Satisfied and engaged employees are productive and customer focused. Engaged employees care about the future of the company and are willing to invest time, energy and effort to support the strategic direction and vision of the organization. Engaged employees produce results, are more productive and lower turnover is the result.
Current research suggests that companies that score high levels of employee engagement are successful and have a dynamic leadership team. They also have a clearly defined operational succession plan, and a supportive administrative infrastructure and programs to support and enhanced productivity. As a result, organizations where there are high levels of engagement are more likely to be financially successful.
Engagement can also be quantified, and companies can compare and contrast their engagement indices with other companies that subscribe to the same metric. Engagement and the values that are the result are also perceived as valuable to executives as they have the ability to rank their successes by their engagement index. High levels of engagement also can support high performer’s perceptions of themselves. High levels of engagement are key indicators – good leaders make good business decisions.
While it’s true we have our own constantly changing vocabulary in the HR profession, that’s no different than any other profession. Our terms and definitions need to evolve and the programs that are created need to have terms that all employees and our business partners can understand.