By Annette Franz, CCXP
It all started with a tweet…
My response was: “That’s a blog post on its own! Too much for 140 characters! But definitely need to start with listening to them.”
There’s a whole alphabet soup of terminology around the various states of the employee relationship with the company, so let me start off by defining a few of them. There are differences.
Gallup says that engaged employees “stand apart from their not-engaged and actively disengaged counterparts because of the discretionary effort they consistently bring to their roles. These employees willingly go the extra mile, work with passion, and feel a profound connection to their company. They are the people who will drive innovation and move your business forward.”
Employee engagement happens when there is some confluence of (1) emotions, commitment, passion, sense of ownership, etc. on the part of the employee about the brand and (2) what the organization does (mission, purpose, brand promise, etc.) to facilitate and enhance those emotions or that commitment.
Employee satisfaction refers to how satisfied your employees are (no surprise); it doesn’t address or include motivations or emotional commitment like employee engagement does. Some employees are satisfied simply because they get a paycheck or because they have a job. That doesn’t tell us how committed they are to the brand, to the job they do, or to the experience they deliver.
Employee happiness is a function of engagement and satisfaction. I’m satisfied with my job and am committed to the brand, which is committed to me; therefore, I am happy. It’s an emotional part of the equation and conveys contentment, energy, and enthusiasm.
But What Can Employers Do?
Read the full blog post to find out what Employers can do https://www.happy-or-not.com/en/2017/10/how-do-we-ensure-employees-are-happy-and-engaged/?index=1&category=683
