Employee Engagement and Barriers: Strategies for Improvement Report

This report delves into the concept of employee engagement, defining it as the level of commitment and assurance employees have in their work and organization, which directly impacts organizational efficiency and performance. The report identifies barriers to employee engagement, such as unclear management understanding, cynicism, bureaucracy, lack of work-life balance, and poor management decisions. It explains how these barriers hinder employee satisfaction, motivation, and overall productivity. The report then provides strategies to overcome these barriers, including improving communication, fostering a positive work environment, and implementing effective management practices. It also explores methods for measuring employee engagement through surveys and other approaches. The report emphasizes the importance of employee engagement for business success, including increased revenue, reduced attrition, and improved customer service. Finally, the report references several academic sources to support its findings.

Employee Engagement

Employee engagement
Employee engagement includes the employees who have level of assurance for work and
organizations in which they perform the activities and maintain the value and belief in the
allocated work. It helps in increasing the efficiency of the organization. At the workplace, when
the employees engage with the other teammates it helps in increasing the performance.
Employee engagement includes the four conditions for improving the performance are culture
performance, metrics and continuous reinforcement of people. Engaged employees will help in
interacting with the customers and convince them to buy products for increasing sales. “Engaged
employees treat other team mates for increasing productivity at the workplace". It is crucial in
business to keep the retention rate low for not impacting on the other employees. When
employee engagement at workplace is positive, it helps in enhancing the values of the
organization (Saks, 2006). It is essential in employee engagement to keep the positive workplace
which is designed, first and foremost, around its business values. Employee engagement in the
organization is the symptom of success in business. In order to increase productivity at the
workplace employees will get more engaged in work. Rewards help the employees for increasing
employee engagement and achieving the goals of the business. In order to attract more customers
towards the products and increasing sales, employees are required to save their best for attaining
the goals and objectives of the business.
Employee engagement helps in measuring performance and dedication of employees towards
work. Employee engagement helps in driving performance. For measuring the employee
engagement at workplace, it includes the discretionary effort, commitment to the organization,
intention to stay and involvement in work. Employees at workplace can be engaged, disengaged
and neither engaged nor disengaged (Shuck and Wollard, 2010). The impact of employee
engagement in the organization helps in increasing the overall performance of the business. It
helps in lowering the attrition and increasing the revenue of the business. When the employees
are more engaged, they help in serving better customer experience.
In an organization, there are various barriers to employee engagement which also includes an
unclear understanding of managers or workers. There is lack of clarity which is associated with
the employee of satisfaction and morale. When the employees are engaged they are more
satisfied with the jobs and they are motivated and satisfied with the work. Cynicism is an

organization that is a barrier as it is pervasive (Robertson-Smith and Markwick, 2009).
Bureaucracy is another barrier for engagement as in the organization the various rules,
organizations, and procedures are followed in the situation. Lack of work-life balance is the
barrier in organization in employee engagement. It is necessary for organization to balance the
work along with personal life and when the condition is poor. Poor management decisions are a
barrier in employee engagement as the change in decisions affects the work of employees and
when the employees face this issue and they start feeling disengaged as they think that their
views and opinions are not supported (Markos and Sridevi, 2010).
In order to overcome the barriers to employee engagement, it is necessary to overcome the
uncertainties in managers and workers regarding engagement and make the information about
engagement. For overcoming the barrier of employee and management cynicism in management,
information about engagement can be provided and how it benefits and helps in making success
by placing a constant emphasis on building and sustaining engagement as it is necessary for
adopting good management practice. It is essential to find workaround solutions for overcoming
bureaucracy. In it essential to manage work-life balance by giving the work as per the efficiency
of employees and make them understand life other than work (Robertson-Smith and Markwick,
2009). In order to overcome the practice of poor management decisions, it is essential for
managers to take the decision effectively for employees and does not change the mind.
In order to measure employee engagement, there are three ways to measure effectively. It can be
measured by the employee engagement survey provider and employees can itself measure the
employee engagement and hybrid approach can be adopted by the company.
With the help of an employee engagement survey, the strategic alignment, performance,
competency, and satisfaction of contributors can be managed easily. It is essential for an
organization to implement the survey statistically validated and benchmarking for providing the
best results. With the help of short surveys the analysis of employees can be done that the
employees are engaged or not (Singh, et al., 2016).
There are various strategies which are adopted by the organizations for effective employee
engagement. The strategy of providing road map for success to employees is necessary to create
a plan for employees to achieve success in future as it helps in developing the skills for taking

additional responsibilities in future (Lockwood, 2007). It helps in boosting the retention rates
also as when the employees are more aware of their role in the organization and understand their
value and importance it will help in increasing retention rates. Te facilitating development helps
the employees in building trust because it helps in demonstrating the employees their value in
company.
At the workplace, employees perform the various jobs which are not praised by employers but
they benefit the organization in many ways so it is essential for an employer to recognize the
good work of employees as it is low-cost strategy which can be implemented to motivate the
employees to perform better at workplace (Chathoth, et al., 2014). In order to boost employees,
positive feedback and recognition can be provided to employees for boosting them and creating
sense of trust and camaraderie in the organization. Employees will be more engaged when they
are positively engaged in the organization.
In an organization, it is essential to establish two-way communication as the employees require
the flow of communication in both ways. It is necessary to consider the employee's ideas and
opinions and it is a responsibility of leader to proactively communicate with employees for
encouraging the employees to bring their ideas (Edward, et al., 2014).
In an organization, it is essential for an employer to provide a sense of purpose to employees and
leaders who are responsible for communicating the values and mission statement must be clear
and explicit. It is analyzed that when employee connects the workplace with personal values,
they will be more engaged with the work and employees will demonstrate the greater value of
personal investment in the success of organization. Employees need fairness and respect at the
workplace and it the responsibility of employer to retain the employee's respect by holding them
of same standard. The performance should be measured by employees, not the factors which are
not in their control (Bhatti and Qureshi, 2007).
In organization, Employee engagement plays a crucial role and engaged employees are valued
assets for business success and achieving the goals of the organization. Employee engagement
includes the employees has a level of commitment in the work. In order to boost the employees,
the reward must be provided and must praise their performance to motivate them for performing
better at the workplace. It is important for the organization to overcome the barrier to employee

engagement for making the effective use of the employees and motivating them to perform better
and engage themselves in the assigned work. In order to keep the employees and reduce
employee turnover, leaders must provide growth and opportunities to employees.

Reference
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