One of the reasons for the growing emphasis on employee engagement and engagement in general is because of the impact it has on employee performance and the way employees are treated. Employee engagement is a buzz word, and it refers to the overall sense of engagement an employee has for his/her employer. While it is important to recognize the actual impact employee engagement has on an organization, it is often easier to focus on the impact that engagement has on a single engagement metric.
The impact an employee has on whether or not he will take a new job is determined by the employee’s engagement with the job. The more engaged an employee is with his job, the more likely he is to take a new job. It is the act of being engaged with one’s job that makes an employee more likely to take a new job than just seeing a new job opportunity.
Employees are more likely to take a new job if they are engaged with their job. There are two levels of engagement: employee engagement and organizational engagement. Let’s focus on the employee engagement level now.
Employee engagement is the sum of job satisfaction, organizational commitment, and career development.
The second level of engagement employee engagement is organizational engagement. It is the engagement goal of the employee’s organization to work as a group in a community, rather than as a team. In the real world, that means working in a larger, more diverse and professional organization, rather than in an organization that is a few clicks off the main road.
The last point about diversity is important. I think that’s one of the reasons that the United States has such a diverse population. The same is true for the workplace. Diversity is important to the success of any organization because it provides a variety of viewpoints and ideas. When different viewpoints are not in the mix, then ideas, ideas, and ideas can be stifled and ideas can even become enemies.
The good news is that the diversity in an organization is often a reflection of the diversity in the company. We need a diverse workforce because we need a diverse organization. Many employers are simply not doing their due diligence and looking into the possibility that there might be a lack of diversity, which in turn could mean that the company is failing.
How often have you heard someone say “the only time I’ve ever heard someone say that they were fired was when that person was fired?” Well, that might be because the person was fired for being a jerk. Or, they might have been fired for being a jerk, but it was because someone thought they were a jerk. And so on.
While diversity isn’t exactly the most pleasant of things to hear (although it is a real problem that we are seeing in the tech industry these days), we actually do have some fairly specific expectations of what our employees can expect when they join our company. We expect our employees to do a good job. We expect them to be able to do their jobs well. We expect them to be able to communicate well.