How Do Engaged Employees Help an Organization?
Posted on October 11, 2012 by TNS Consulting Team (via Scott Spayd)
We often hear organizations talking about wanting to engage their employees or boasting that their employees are highly engaged. The real question is: why do we want engaged employees? What are the true benefits?
Think of engagement in terms of friendship. You have two friends; one that is consistent, goes above and beyond, and someone you can trust to be loyal to you. The other friend flakes on you often, breaks promises, and is someone that you generally don’t feel like you have a trusting relationship with. Which is the better friend? Hopefully, you answered the first friend.
Like this example, organizations desire employees that show the same characteristics. Loyalty to the organization plays a role in how the organization may view a particular employee. We know that engaged employees tend to have lower turnover rates compared to disengaged employees (Harter, Schmidt, & Hayes, 2002). I can’t think of a single organization that would want high turnover rates.
If you have experienced turnover in your office, you probably are already aware of the strain a department may feel with the loss of an employee. Just because someone leaves the organization does not mean that his or her work disappears. Unfortunately, the employees still with the organization often are the ones left with the large workload.
Think of everything that happens when you begin a new job. It takes time and training for new employees to become competent at their new jobs and familiar with new ways of approaching tasks. Although new employees are often great additions to the organization, this does not mean that they are always a “quick fix.”
Turnover is often compared with job satisfaction on the job. It is valuable for organizations to take a step back and look at other reasons as to why turnover may be high at an organization.
Reference: Harter, J., Schmidt, F., & Hayes, T. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87, 268-279.