Factors Influencing
Employee Engagement
Conditions Influencing Employee Engagement
•The prominent conditions that adversely influence employee engagement are:
•Positive organizational culture
•Availability of job resources
•Leadership of management
•Availability of good compensation
Impact of Employee Disengagement
•Employee disengagement can increase the rate of attrition in the organization.
•Employee disengagement can negatively affect productivity, resulting in lowering of
organizational productivity.
Two Factors Influencing Employee Engagement
•The two critical factors that influence employee engagement are:
•Communication
•Recognition
How Organizations Positively Influence
Employee Engagement Levels
•The organizations can positively influence the employee engagement levels by:
•Conducting employee engagement surveys
•Prioritizing feedback
•Recognizing good performance and rewarding employees
•Providing desirable assignments
Strategies to Improve Employee Engagement
•There are a number of ways to improve employee engagement at the US branch.
•One of the important strategies is to focus more on training and development.
•The employees at the US branch seem to be less satisfied with the training opportunities provided
by the organization.
Contd.
•Another strategy is to introduce performance-based compensation.
•Performance-based compensation helps in increasing employee engagement significantly.
Contd.
•Another effective strategy for the US branch is to encourage employee participation.
•Employee participation in job design and workplace policies can help in enhancing employee
engagement (Allam, 2017).
Employee Engagement Level at the US Branch
•From the employee engagement survey, it can be found out that the conditions that adversely
affect employee engagement are:
•Supportive coworkers
•Communication within a team
•Access to tools, resources, and technologies
•Understanding of work expectation
Data Points Showing Employee Disengagement
•The data points that show employees are disengaged at the US branch are:
•27% employees agree they are satisfied with the on-the-job-training.
•26% employees are familiar with the value and vision of the company.
•18% employees believe that the company seeks their continuous improvement.
•26% employees agree that their performance is related to their pay.
0%
5%
10%
15%
20%
25%
30%
on-the-job-training value and vision of the company continuous improvement performance-based pay
Employee Disengagement
Employee Disengagement
References
•Allam, Z. (2017). Employee disengagement: A fatal consequence to organization and its
ameliorative measures. International Review of Management and Marketing,7(2), 49-52.
•Bin, A. S. (2015). The relationship between job satisfaction, job performance and employee
engagement: An explorative study. Issues in Business Management and Economics,4(1), 1-8.
•Othman, R. B., Rapi, R. B. M., Alias, N. E. B., Jahya, A. B., & Loon, K. W. (2019). Factors
affecting employee engagement: A study among employees in the malaysian construction
industry. International Journal of Academic Research in Business and Social Sciences,9(7), 784-797.
•Pech, R., & Slade, B. (2006). Employee disengagement: is there evidence of a growing
problem?. Handbook of Business Strategy.
