Employee Engagement
Employee Engagement
(5EEG)
Engagement: The Institute for Employment Studies (IES) definition:
‘A positive attitude held by the employee towards the organisation and its values. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organisation. The organisation must work to develop and nurture engagement, which requires a two-way relationship between the employer and employee.’
1. This report is to the Trust Board and will outline how the HR department will lead by example to embed a culture of employee engagement across the organisation.
Human Resource Departments have a huge role to play in supporting the company in building a strong culture – Becoming an Employer of Choice, Judith Leary-Joyce (2007)
The report will seek to re-inforce to the board that engagement with our employees will produce hard edged benefits that will translate into savings on the wage bill including reduced absenteeism, higher patient satisfaction, higher scores from the regulators and make us an employer of choice.
It will demonstrate that engaged employees have a sense of personal attachment to their work and organisation; they are motivated and able to give of their best to help it succeed and from that will flow a series of tangible benefits for the organisation and employee alike. Employees with high levels of engagement think and behave positively, which will enable them to have high levels of performance at work. Engaging with our workforce will produce motivated, satisfied, committed employees who are prepared to go that extra mile and will exert discretionary effort over and above their normal role expectations.
There are many things that we can do to increase staff engagement, many of which are relatively easy, low-cost or even no-cost; thus demonstrating that creating an engaged workforce need not be difficult, time consuming or expensive.
The NHS is going through an
(5EEG)
Engagement: The Institute for Employment Studies (IES) definition:
‘A positive attitude held by the employee towards the organisation and its values. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organisation. The organisation must work to develop and nurture engagement, which requires a two-way relationship between the employer and employee.’
1. This report is to the Trust Board and will outline how the HR department will lead by example to embed a culture of employee engagement across the organisation.
Human Resource Departments have a huge role to play in supporting the company in building a strong culture – Becoming an Employer of Choice, Judith Leary-Joyce (2007)
The report will seek to re-inforce to the board that engagement with our employees will produce hard edged benefits that will translate into savings on the wage bill including reduced absenteeism, higher patient satisfaction, higher scores from the regulators and make us an employer of choice.
It will demonstrate that engaged employees have a sense of personal attachment to their work and organisation; they are motivated and able to give of their best to help it succeed and from that will flow a series of tangible benefits for the organisation and employee alike. Employees with high levels of engagement think and behave positively, which will enable them to have high levels of performance at work. Engaging with our workforce will produce motivated, satisfied, committed employees who are prepared to go that extra mile and will exert discretionary effort over and above their normal role expectations.
There are many things that we can do to increase staff engagement, many of which are relatively easy, low-cost or even no-cost; thus demonstrating that creating an engaged workforce need not be difficult, time consuming or expensive.
The NHS is going through an
Bibliography: Cook S (2010) The Essential Guide to Employee Engagement. Kogan Page P 3 Cook Leary-Joyce J (2007) Becoming an Employer of Choice