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Employee Engagement

Employee Engagement

Employee engagement is a buzzword used by organizations across the globe, and engaging employees is a major focus among HR professionals. Engaged employees lead to improved productivity, retention, and business outcomes. But what exactly is engagement, and what are the benefits of building employee engagement?


Defining Engagement

At Avatar Solutions, we define employee engagement as a strong desire to be a part of the value an organization creates. Engaged employees feel a strong emotional and intellectual bond with the organization, exert extra discretionary effort to provide better outcomes for their organization, become co-owners of their own engagement, and commit to improve.


Levels of Employee Engagement

There are three levels of engagement that employees can fall into in the workplace:

  • Actively Engaged: Actively engaged employees are highly committed to the mission, vision, and values of the organization. They go above and beyond in their day-to-day job and provide an excellent customer experience. They speak up when there is an issue holding them back from being fully engaged, and are personally driven to become more engaged.
  • Partially Engaged: Paritally engaged employees complete the tasks they are assigned, but are unlikely to "go the extra mile" because they lack strong spirit and enthusiasm. They do not volunteer for extra assignments or lead roles, and can often feel unappreciated or unimportant.
  • Actively Disengaged: Actively disengaged employees have a negative energy and tend to focus on problems rather than solutions. These employees can be toxic and infect ambivalent employees with their pessimistic and negative attitudes.

ROE: Return on Engagement:

Our research shows engaged employees are:

  • 10 times more likely to feel good work is recognized.
  • 10 times more likely to feel Senior Management is concerned about the employees.
  • 8 times more likely to feel their supervisor encourages their growth.
  • 7 times more likely to feel they receive regular performance feedback.
  • 4 times less likely to think about leaving the organization.
  • 3.5 times more likely to feel employees genuinely care about the customer.