Employee Engagement

Employee Engagement1. IntroductionEmployee engagement is a property of the relationship between an organization and its employees. An engaged employee is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. The two authoritative argument is from consulting firms: Gallup and Hewitt. An organization with "high" employee engagement might therefore be expected to outperform those with "low" employee engagement, all else being equal.Employee engagement first appeared as a concept in management theory in the 1990s,becoming widespread in management practice in the 2000s. It stands in an unspecified relationship to earlier constructs such as morale and job satisfaction. Despite academic critiques, employee-engagement practices are well established in the management of human resources and of internal communications.Gallup’s view on employeeengagement. The oldest and most authoritative opinion research institute in the United States - Gallup Consulting Co., Ltd., employee engagement research was originated from this company. They are based on the relationship between the success factors of health enterprise nearly 40 years of painstaking research, established the "Gallup path" model, describe the path of their performance and the final performance, the overall value of the company. "Gallup path" can be expressed as: the actual profit of enterprise growth to promote the growth of the stock, the actual profit growth driven sustainable development , the sustainable development of loyal customers,driving by in outstanding manager make staff to play well.They believe that employee engagement is to create a good environment for employees to play on the basis of his strengths, so that each employee has a sense of belonging, resulting in a sense of responsibility. Hewitt’s view on employeeengagement. The world's leading human resources management consulting firm HewittConsulting Co. Ltd., research on the 1500 enterprises, research data ranging from global "engagement" Hewitt best employer and customer consulting projects, revealed there is a close relationship between engagement and performance.Hewitt believes that employee engagement is a measure of the staff would be happy to stay at company and to strive for the service level. There are three aspects of the behavior of professional employees:The first layer is willing to promote (say), that is, employees often to colleagues, may join the business people, customers and potential customers, said the company is good.The second layer is willing to leave (stay), that is, employees have a strong desire to stay within the organization.The third layer is to play hard (strive), which is the highest level of professionalism, which is not only the staff dedicated to work, and willing to pay extra efforts to promote the success of the enterprise.The influence of engagement on enterprise performance. Gallup, with its research model to measure engagement. The results show that by using the method of statistical analysis, and dedicated staff attention to business performance impact, including efficiency, customer loyalty, employee retention, safety and value. These employees create an organization of all the profits and customer loyalty. They are the driving force to promote the growth of the organization's profits.HewittConsulting Co. Ltd. research final certificate that the high correlation between the measured by the index key business performance and employee engagement. Research also shows that companies increase employee engagement are improving productivity, employee loyalty, customer satisfaction, shareholder returns, and sales growth.Therefore, employee engagement has an important influence on the enterprise, employee engagement of enterprises, employees of the highly recognized company, identification with company with heartfelt values and social values, the identification with company to achieve its value goal, process, structure and management, and are willing to take the initiative to give full play to their value.From above, the argument on employee engagement although not uniform, but the emphasis is: employee engagement is actually refers to the employees in the emotional and intellectual aspects of a commitment to the enterprise and investment. Dedicated employees have the greatest impact on the business performance indicators, including efficiency, customer loyalty, employee retention, security and output value. These employees create an organization of all the profits and customer loyalty, only they can help the company to achieve its business objectives and results. We can enhance the employeeengagements from different angles, so as to achieve the purpose of improving the performance of the enterprise.2.TextNow I'm going to talking my own employee engagement. According to Hewitt’s employee engagement classification, I think I belong to the third layer. that is : I am play hard and strive in my work, which is the highest level of professionalism, the level I dedicateto work, and willing to pay extra efforts to promote the success of the enterprise.接下来结合客户的工作汇报提供支持自己说法的证据，给出应该如何提升敬业度的措施等。