The Impact of Employee Engagement in Leadership: A Comprehensive Study

This essay delves into the concept of employee engagement, emphasizing its significance in the workplace and its direct correlation with improved productivity and overall well-being. It highlights employee engagement as a strategic approach designed to enhance working conditions, motivate staff, and align individual contributions with organizational goals. The essay distinguishes employee engagement from mere employee happiness, underscoring its focus on job satisfaction influenced by favorable working conditions. It explores the core elements of employee engagement, including trust, two-way communication, and performance metrics, and examines the benefits for both employees and organizations. The essay also provides an overview of the Gallup report's findings on employee engagement, its impact on the workplace, and potential consequences of neglecting it. Furthermore, it discusses the crucial role of leadership in fostering an environment conducive to engagement, detailing how organizations can cultivate commitment, motivation, and loyalty among employees. The essay concludes by emphasizing the importance of a genuine, sustained approach to employee engagement, warning against manipulative practices that could undermine its effectiveness.

Running head: LEADERSHIP 1
Employee engagement
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Institution
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LEADERSHIP 2
Employee engagement is a technique used in the workplace that aims to improve working
conditions for the members of the organization. This approach is implemented to improve staff
productivity on a daily basis by motivating them to contribute towards organizational goals.
Besides, employee engagement ensures that employees are not only committed to company goals
but also enhances their well-being (O’Boyle, & Harter, 2013). However, employee engagement
is commonly mistaken for employee happiness. Rather it denotes employee job satisfaction
influenced by working conditions that improve their capabilities and potential. It entails
involving employees in organization decisions to enhance commitment and motivation. This
paper seeks to explore the various aspects of employee engagement as stated by the Gallup
report noting its impact and why it is important.
Employee engagement is a process by which the management team creates working
conditions that offer employees opportunities to enhance their capabilities and potential. It is
built on the various pillars. For the process of employee engagement to be successful, some
elements should be taken into consideration (Macey, & Schneider, 2008). An organization
should create an environment that enhances trust and integrity among the members of the
organization. Secondly, communication should be a two-way to improve the correspondence
between the people with authority and the subordinates. As such, a company has high chances of
being successful through the collective contribution of employees and the whole organization.
What’s more, employee engagement can be measured using performance metrics. It contributes
to employee well-being and productivity (O’Boyle, & Harter, 2013). The failure to focus on
employee engagement could lead to poor performance and collapse of an enterprise.
Employee engagement has two dimensions, the employee side and that of the
organization. The company side is highly dependent on the employee side. For workers,

LEADERSHIP 3
employee engagement has some significance. First, employee engagement ensures that the
responsibility of each staff member is defined and ensures that every member comprehends their
role in the organization. In so doing, the employee understands how their role fits in their goals
of the company. It motivates the employees. Secondly, employee engagement incorporates
employees into teams that have a common purpose (Robinson, Perryman, & Hayday, 2004). The
goals of these groups are definite, and it enables each member to give and receive constructive
feedback. This element facilitates the growth of skills and potentials. It also motivates and
recognizes the efforts put by employees.
Additionally, employee engagement allows workers to have a clear understanding of the
company, its purposes, and objectives. The company has a business model that explains how its
goals are attained. Employee engagement allows employees to comprehend these aims, cultivate
commitment and work towards fulfilling the company’s objectives. As such, employee
engagement groups workers into teams that develop trust, confidence, commitment, and
motivation. It allows employees to focus on company goals and receive constructive feedback
that propels growth in skills and employee potential (MacLeod, & Clarke, 2009).
On the other hand, organizations have much to gain if they engage in employee
engagement. For employers, employee engagement aids to build positive attitude to work among
the employees. A motivated group of employees is productive in the workplace. It also promotes
positive behavior towards work thus leading to improved business results. These factors trigger
and reinforce each other to create a repetitive cycle that eventually results in the success of the
enterprise. Also, employee engagement allows workers to understand the system of the business
thus encouraging a sense of pride and loyalty to the organization. It draws the attention of the
staff towards developing quality products through innovation and research. It allows the

LEADERSHIP 4
accommodation of employee ideas and knowledge into the development of goods and services
that are innovative and meet customer needs. Besides, communication and commitment ensure
that organization performance improves progressively. Thus, for employers, benefits range from
reduced employee turnover, conflicts to increased employee productivity (Saks, 2006).
However, it is important to recognize that employee engagement is not a mechanical
approach. Organizations cannot reap the benefits of employee engagement by manipulating the
emotions and commitment of employees (Kompaso, & Sridevi, 2010). It is a process that has to
be natured and progressively sustained to ensure that employees can build trust and confidence
with the corporation. Otherwise, mechanizing the approach results in cynical and disillusioned
employees. These negative impacts may eventually affect the performance of a company. All in
all, employee engagement is a model that most organizations seek to implement in their culture
to create an employee team that is not only motivated but also committed and loyal to company
goals. Both sides stand a better chance of benefiting.

LEADERSHIP 5
References
Kompaso, S. M., & Sridevi, M. S. (2010). Employee engagement: The key to improving
performance. International journal of business and management, 5(12), 89.
Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial and
organizational Psychology, 1(1), 3-30.
MacLeod, D., & Clarke, N. (2009). Engaging for success: enhancing performance through
employee engagement: a report to the government. London: Department for Business,
Innovation, and Skills.
O’Boyle, E., & Harter, J. (2013). State of the American workplace: Employee engagement
insights for US business leaders. Washington, DC: Gallup.
Robinson, D., Perryman, S., & Hayday, S. (2004). The drivers of employee engagement. Report-
Institute for Employment Studies.
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of
managerial psychology, 21(7), 600-619.