Hiii All Can sumone diffrentiate between Employee Engagement and Employee Satisfaction............. Cheers Saurabh Kalra
From India, Delhi
From India, Delhi
Hi Saurabh,
Employee Satisfaction is
Employee Satisfaction: The company's ability to fulfill the physical, emotional, and psychological needs of its employees.
Satisfying the employee's all needs, so that he/she can give 100% to the company.
Employee Engagement is
Employee Engagement: The extent to which employees are passionate about their work, emotionally committed to their company and to their coworkers.
Some of the employee engagement activities are: -
*** Celebrating Employee's B'day
*** Organising cultural programme in company like Antakshari
*** Taking all the employees to the movie once a month.
It is the process of engaging the employee with the company and make them feel that they are important so that employee becomes loyal to the company and work in the company with full dedication.
Employee Engagement is one of the process to get Employee's Satisfaction.
I hope it had solved your query.
Thanks
dsv
From India, Delhi
44Employee Satisfaction is
Employee Satisfaction: The company's ability to fulfill the physical, emotional, and psychological needs of its employees.
Satisfying the employee's all needs, so that he/she can give 100% to the company.
Employee Engagement is
Employee Engagement: The extent to which employees are passionate about their work, emotionally committed to their company and to their coworkers.
Some of the employee engagement activities are: -
*** Celebrating Employee's B'day
*** Organising cultural programme in company like Antakshari
*** Taking all the employees to the movie once a month.
It is the process of engaging the employee with the company and make them feel that they are important so that employee becomes loyal to the company and work in the company with full dedication.
Employee Engagement is one of the process to get Employee's Satisfaction.
I hope it had solved your query.
Thanks
dsv
From India, Delhi
Hi!
Satisfaction refers to the level of fulfillment on one's needs, desires, and wants. It can be experienced in various levels or degrees.
Engagement refers to the level of commitment that an individual is willing to give to someone, be it a person or an organization. It can also be measured in terms of degree and/ or level.
The metrics for measuring the level or degree of satsifaction and/ or engagement may vary, depending on the person or organization desiring to measure them.
A person can attain satisfaction of his/ her needs/ wants even without being engaged. An engaged person or employee may not necessarily enjoy satisfaction, esp if the engagement is not mutual and/ or the person/ organization does not provide fulfillment of the needs/ wants of the engaged person.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
Satisfaction refers to the level of fulfillment on one's needs, desires, and wants. It can be experienced in various levels or degrees.
Engagement refers to the level of commitment that an individual is willing to give to someone, be it a person or an organization. It can also be measured in terms of degree and/ or level.
The metrics for measuring the level or degree of satsifaction and/ or engagement may vary, depending on the person or organization desiring to measure them.
A person can attain satisfaction of his/ her needs/ wants even without being engaged. An engaged person or employee may not necessarily enjoy satisfaction, esp if the engagement is not mutual and/ or the person/ organization does not provide fulfillment of the needs/ wants of the engaged person.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
I think this article is useful for our topic
From employee satisfaction to employee engagement
Employee satisfaction has long ceased to be a competitive advantage. New industries taking shape at a "never seen before" rate and expanding operations of companies in the fast changing global arena, have provided numerous opportunities for the employees. Competition between companies is no longer limited to the traditional frontiers of marketplace, technology and raw materials but has impregnated into the domain of human capital as well.
Though companies vie to recruit the best available talent but the real competitiveness lies in retaining the best talent which indeed is the most decisive factor for success today.
In such a competitive landscape, the industry has fast realized that focus on employee satisfaction alone is not a sufficient condition for creating an environment where the best of the talent continues to commit itself all the while towards the company goals.
Employee satisfaction is not enough
An employee may be satisfied with the pay and perks, welfare measures, his growth and with his job but this does not guarantee a state where employee exhibits unwavering commitment towards his job to take company's performance to distinctly higher levels of excellence. This is the scenario where an employee is satisfied with the company and the work that he does but is simply not motivated to put forward his best performance. He is satisfied and yet may not be a willing team player. An offer of better pay, perks, working conditions, location etc. may invariably lure the employee away from the current assignment.
The next summit - share of motivated employees
This gave way to companies focusing on building a higher percentage of motivated employees who have a greater concern for improving process performance and also are less likely to be lured away by reasonably good offers from outside. They are more focused and energized than a merely satisfied employee. These employees may still have a narrow focus of their work rather than an overview how their “good” performance contributes to the company. They may still not put personal efforts to understand the “big picture”, and align their work in the best possible way and continue to rely on the job description that was given to them. We are talking of a state of organization where employees are willing to continue with company and also have their attention on process improvements. Motivating factors could well be "fulfillment of personal / intellectual / professional / social needs" as they go about their work but the point of maximizing overall gains for the company is still nowhere in their thought horizon.
Employee engagement - the ultimate state
The focus quickly shifted to maximizing employee engagement. Employee engagement is classically defined as a state where employees are committed to the concerns and culture of the organization to such an extent that they use their discretion in the overall interest of the company while discharging responsibilities during their day-to-day work. Engaged employees perform at consistently high levels of productivity and dedication and passionate about the organization and the work that they are involved in. By this definition it is clear that employee engagement is a definite antecedent of employee involvement whose continuum stretches from employee participation to employee involvement to employee empowerment. Also in this state of the organization employees carry high degree of organizational pride.
The two flavours emerging from the above discussion of engaged employee are commitment and high degree of organizational pride.
Employee commitment
Commitment is the state of organization people, where people feel ownership for the job and area of work and hence have higher degree of loyalty for the company. There is a tendency in people at this stage to understand the customer needs and find ways of fulfilling the same. Customers, teams and long term thinking get prominence rather than a narrow focus on “self”, “tasks” and “short term”. There is an all round understanding of the strategy of the company and employees feel connected to the strategy. There is a deeper sense of understanding of how their work contributes to the overall benefit of the company and so find meaning the in the job that they are doing.
Engaged employees - highest level of organizational pride
At highest level of employee engagement, employees are not only committed to the company’s overall game plan in the current timeframe, they start believing in company’s philosophy and internalize the values of the company. They also believe in the vision of the company and can see how their behaviour and performance will one day make the vision a reality. It is the stage where they are always willing to go the extra mile for company’s sake by using their discretion in the overall interest of the company. Here the employee not only aligns his behaviour and efforts with the needs of external stakeholders such as customers and society but at the same time dons the role of a brand ambassador of the company. This is where employee performance and intentions are aligned to a perfection with the company goals.
rgs
From Vietnam, Bac Ninh
From employee satisfaction to employee engagement
Employee satisfaction has long ceased to be a competitive advantage. New industries taking shape at a "never seen before" rate and expanding operations of companies in the fast changing global arena, have provided numerous opportunities for the employees. Competition between companies is no longer limited to the traditional frontiers of marketplace, technology and raw materials but has impregnated into the domain of human capital as well.
Though companies vie to recruit the best available talent but the real competitiveness lies in retaining the best talent which indeed is the most decisive factor for success today.
In such a competitive landscape, the industry has fast realized that focus on employee satisfaction alone is not a sufficient condition for creating an environment where the best of the talent continues to commit itself all the while towards the company goals.
Employee satisfaction is not enough
An employee may be satisfied with the pay and perks, welfare measures, his growth and with his job but this does not guarantee a state where employee exhibits unwavering commitment towards his job to take company's performance to distinctly higher levels of excellence. This is the scenario where an employee is satisfied with the company and the work that he does but is simply not motivated to put forward his best performance. He is satisfied and yet may not be a willing team player. An offer of better pay, perks, working conditions, location etc. may invariably lure the employee away from the current assignment.
The next summit - share of motivated employees
This gave way to companies focusing on building a higher percentage of motivated employees who have a greater concern for improving process performance and also are less likely to be lured away by reasonably good offers from outside. They are more focused and energized than a merely satisfied employee. These employees may still have a narrow focus of their work rather than an overview how their “good” performance contributes to the company. They may still not put personal efforts to understand the “big picture”, and align their work in the best possible way and continue to rely on the job description that was given to them. We are talking of a state of organization where employees are willing to continue with company and also have their attention on process improvements. Motivating factors could well be "fulfillment of personal / intellectual / professional / social needs" as they go about their work but the point of maximizing overall gains for the company is still nowhere in their thought horizon.
Employee engagement - the ultimate state
The focus quickly shifted to maximizing employee engagement. Employee engagement is classically defined as a state where employees are committed to the concerns and culture of the organization to such an extent that they use their discretion in the overall interest of the company while discharging responsibilities during their day-to-day work. Engaged employees perform at consistently high levels of productivity and dedication and passionate about the organization and the work that they are involved in. By this definition it is clear that employee engagement is a definite antecedent of employee involvement whose continuum stretches from employee participation to employee involvement to employee empowerment. Also in this state of the organization employees carry high degree of organizational pride.
The two flavours emerging from the above discussion of engaged employee are commitment and high degree of organizational pride.
Employee commitment
Commitment is the state of organization people, where people feel ownership for the job and area of work and hence have higher degree of loyalty for the company. There is a tendency in people at this stage to understand the customer needs and find ways of fulfilling the same. Customers, teams and long term thinking get prominence rather than a narrow focus on “self”, “tasks” and “short term”. There is an all round understanding of the strategy of the company and employees feel connected to the strategy. There is a deeper sense of understanding of how their work contributes to the overall benefit of the company and so find meaning the in the job that they are doing.
Engaged employees - highest level of organizational pride
At highest level of employee engagement, employees are not only committed to the company’s overall game plan in the current timeframe, they start believing in company’s philosophy and internalize the values of the company. They also believe in the vision of the company and can see how their behaviour and performance will one day make the vision a reality. It is the stage where they are always willing to go the extra mile for company’s sake by using their discretion in the overall interest of the company. Here the employee not only aligns his behaviour and efforts with the needs of external stakeholders such as customers and society but at the same time dons the role of a brand ambassador of the company. This is where employee performance and intentions are aligned to a perfection with the company goals.
rgs
From Vietnam, Bac Ninh
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Employee Engagement Study.doc
Employee engagement.ppt