Employee engagement refers to motivating employees in a positive manner through opportunities provided by employers to create value for both the employee and organization. Key drivers of engagement include management and leadership, work life balance, compensation and benefits, organizational culture, and learning and career development. Measuring and improving these engagement factors through continuous improvement approaches like the Plan-Do-Check-Act model can help organizations move from disengaged to engaged employees and increase commitment, discretionary effort, and employee retention.

1. Employee Engagement

2. What is “Employee Engagement”?
Exploit opportunities
Employee
Provide opportunities
Better performance
Employer
Measure & Improve
Create value
Commitment, discretionary, stay
2

3. Motivation – Engagement vs. Disengagement
Extrinsic
Intrinsic
Positive
Do this I will get
bonus
I want to do this job
Negative
Do this or I’ll be fired
I must do this, I have
no choice
Engaged employees must have positive mind & motivation
3

4. Drivers
Management & leadership
Others
Work life balance
Compensation & benefit
Engagement
drivers
Learning & career
development
Organizational culture
4

5. Continuous improvement
leadership
Check
NOKIA
Act
Do
Training &
development
Plan
There is no perfect Employee Engagement, only improved Employee Engagement

6. Commitment and its outcome
Discretionary
Rational Commitment
•Execute
•Edge
•Reaching out
•Quality of development/learning
•Security of job, finance, etc.,
•Professional working environment
•Etc.,
1.
2.
3.
4.
Day to day work
Team
Direct manager
Organization
Intent to stay
Emotional Commitment
•Energy
•Energize
•Structure
•Systems
•Skills
•Staff
•Others
6

7. 7