When I tell people my research subject, I sometimes struggle to explain the concept of employee engagement without throwing in too many academic terms.
If we look at the concept through an academic lens, employee engagement is described as a state of emotional, cognitive and behavioural elements that influence employee performance. Sound all very exciting but what does it actually mean?! Besides scholars, consultancy firms are busy with the engagement question. Their definition is possibly even more complex than the scholars’. According to consultancy organisation Mecer, employees who are engaged are (amongst others) ‘very interested in the organisation’ and ‘have outstanding performances’. A performance which outstands expectations within their role. Sounds fantastic, but is this realistic?
Within my academic research and work within organisations I conceptualise employee engagement from the perspective of the individual employee. How can we let this employee have more fun, be more productive, add more value and bring the best version of themselves to work?
For me, that is employee engagement.
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I advise organisations regarding employee engagement, sustainable careers, absenteeism and burn-out. I help organisations to stimulate their employees to a work life they enjoy and which add value for the employee and the organisation.
Sources: Mercer (2020) Employee engagement. Available at: https://www.mercer.com/what-we-do/workforce-and-careers/talent-strategy/employee-engagement.html (Accessed: 6/8/2020)
Saks, A. (2006) Antecedents and consequences of employee engagement. Journal of Managerial Psychology. 21. pp. 600-619.
Schaufeli, W.B. (2014) What is engagement? In: Truss, C., Delbridge, R., Alfes, K., Shantz, A. & Soane, E. Employee engagement in theory and practice. London: Routledge. pp. 15-35
