To keep the explanation concise from an HR process perspective, when we provide details to an employee regarding their HR benefits, we may be putting in efforts to create employee satisfaction. However, when the employee expresses dissatisfaction for a certain feature of the process or suggests an improvement, we may be engaging the employee to enhance our process.
Thus, it seems that more than employee satisfaction, employee engagement may lead to increased profits for the company.
Employee satisfaction remains a critical need, but employees appear to feel more empowered when they believe they are contributing value with their thoughts and perspectives to the organizational processes.
The current question is whether companies consider employee satisfaction and employee engagement as two distinct aspects or as the same factor.
From India, Bengaluru
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62Thus, it seems that more than employee satisfaction, employee engagement may lead to increased profits for the company.
Employee satisfaction remains a critical need, but employees appear to feel more empowered when they believe they are contributing value with their thoughts and perspectives to the organizational processes.
The current question is whether companies consider employee satisfaction and employee engagement as two distinct aspects or as the same factor.
From India, Bengaluru
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Organizational goals can be achieved only when employees are engaged well. Having said this, what an employee looks forward to from an organization 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 an amicable work environment. It is, therefore, a two-way process that employees need to be engaged in activities that not only enhance the productivity of employees but also allow employees to retrieve satisfaction from the job, the work culture, and empowerment.
After all, human resources are the most valuable asset for any organization.
From India, Vadodara
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After all, human resources are the most valuable asset for any organization.
From India, Vadodara
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"Employee," the backbone of the organization, is kept engaged with the policies and procedures of the system designed for his smooth functioning. However, his satisfaction is derived only when a balance is created in his life both during and after work.
Two important things are common in his engagement and satisfaction, making both factors part of one, called Productivity:
1) Understanding Employee Needs
2) Being a Support to rely on at all times.
Many organizations talk about 'Best Engagement Practices' and 'Employee Satisfaction Comes First,' but they merely understand that their current thought process cannot focus on either until they understand the meaning of Employee Wellness first.
Best,
Arusha Sharma
Blithes
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From India, Noida
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Two important things are common in his engagement and satisfaction, making both factors part of one, called Productivity:
1) Understanding Employee Needs
2) Being a Support to rely on at all times.
Many organizations talk about 'Best Engagement Practices' and 'Employee Satisfaction Comes First,' but they merely understand that their current thought process cannot focus on either until they understand 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
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Employee engagement basically refers to the "connection" between the organization and the employee and "communication" that can possibly happen between both of them. In an intentional employee engagement initiative, the organization has to ensure that it is 'connected' or 'communicating' with the employee not just for the purpose of getting the work done from the employee. Instead, it should engage the employee for the sake 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 performance in the long run. Employee engagement is very essential, especially during the current pandemic situation.
From India, Chennai
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Such efforts may address the special needs of the employees, which might have an indirect impact on performance in the long run. Employee engagement is very essential, especially during the current pandemic situation.
From India, Chennai
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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 an emotional bond and commitment to 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 organization's success. He displays it by walking extra miles, producing quality work, and is deeply concerned with his contribution to customer satisfaction and concern for business results. What makes an engaged employee 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 organizations which have a highly engaged workforce are found to outperform their competitors, as 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-togethers.
Regards, Vinayak Nagarkar HR and Employee Relations Consultant
From India, Mumbai
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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 an emotional bond and commitment to 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 organization's success. He displays it by walking extra miles, producing quality work, and is deeply concerned with his contribution to customer satisfaction and concern for business results. What makes an engaged employee 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 organizations which have a highly engaged workforce are found to outperform their competitors, as 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-togethers.
Regards, Vinayak Nagarkar HR and Employee Relations Consultant
From India, Mumbai
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Yes, companies should focus more on [Employee engagement](https://www.synergita.com/features/employee-engagement.html) 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
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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
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Employee 'satisfaction' and Employee 'engagement' are inter-related. Without one, the other does not have any place in an organizational scenario.
If an employee is engaged or if his potential is optimally utilized, he derives 'satisfaction'. Satisfaction does not mean only monetary benefits alone. This may motivate the 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 also has a role to play in the success and growth of an organization.
Thus, Employee Engagement leads to the acceptance of the employee, which will result in Employee satisfaction.
From India, Aizawl
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If an employee is engaged or if his potential is optimally utilized, he derives 'satisfaction'. Satisfaction does not mean only monetary benefits alone. This may motivate the 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 also has a role to play in the success and growth of an organization.
Thus, Employee Engagement leads to the acceptance of the employee, which will result in Employee satisfaction.
From India, Aizawl
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Dear colleagues,
Many views have been discussed regarding Employee Engagement versus Employee Satisfaction. In my opinion, what needs to be shared are case studies of tried and tested employee engagement programs by successful organizations that have resulted in a measurable increase in productivity, quality, customer satisfaction, and the efforts put in by employees to achieve business goals.
Obviously, data on these and other relevant measurable parameters, providing a picture of the 'Before' and 'After' the introduction of the employee engagement programs, would be a great learning experience and may inspire the implementation of more innovative programs.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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Many views have been discussed regarding Employee Engagement versus Employee Satisfaction. In my opinion, what needs to be shared are case studies of tried and tested employee engagement programs by successful organizations that have resulted in a measurable increase in productivity, quality, customer satisfaction, and the efforts put in by employees to achieve business goals.
Obviously, data on these and other relevant measurable parameters, providing a picture of the 'Before' and 'After' the introduction of the employee engagement programs, would be a great learning experience and may inspire the implementation of more innovative programs.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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