Empolyee Engagement-"Being BP"

A very much talked about function of HR world nowadays wherein there is a paradigm shift in HR role from ‘Being Traditional’ to ‘Being the Business Partner’ for the organization

But what is employee engagement in true sense?

1. Fun activities, events, celebrations, festivals, birthdays?
2. Involvement in decision making?
3. Work life balance?
4. Career growth opportunities?
5. Training, Learning & Development?
6. Adequate utilization of employee in terms of job ability fitment & quantum of workload?

Ideally all the above are subset of a superset called Employee Engagement…

As defined by google baba, it is an extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work. The above mentioned subsets can be summed up in form of 6 C’s for ensuring a complete engagement of employee

Maslow’s Hierarchy of needs specifies the need hierarchy of an individual wherein Employee Engagement aspects play a very vital role for the satisfaction of employee by safeguarding the upper 3 portions of Pyramid - Belongingness, Self Esteem and Self Actualization. In spite of good perks, remuneration and designation; people tend to leave the organization or loose interest in their jobs. There might be varied reasons altogether for the same but certain well executed employee engagement practices will surely deal with such issues.

A happy employee is always a productive employee. Although the matter of fact is the need/satisfaction level of different individual is different. So here lies high responsibility on shoulders of managers with whom an employee works day in and day out! The definition of manager is no more a person who gets the work done but he is the responsible one for understanding and thereby helping his team member achieve those upper 3 portions of Maslow’s pyramid.

However, employee engagement is not only the responsibility of HR in the organization but it calls for equal mindset of reporting managers, HODs and management as a whole. It turns out to be an overall cultural image of an organization.  All in all it calls for a CHANGE…

“Growth is the only evidence of Life”

Now the question is whether there is any tool/measure to find out that the employees of our organization are engaged/ disengaged? What are the techniques to find the underlying reasons of disengagement?

This being a very wide topic; could have various other perspectives attached to it. Hence all are requested to kindly share your opinions on the said topic and foster the leaning!!!