Is there a difference between Employee Satisfaction and Employee Engagement..... ??? Regards
From United Arab Emirates, Dubai
1From United Arab Emirates, Dubai
Yes there is.
There are various definitions which are in various formats and mention certain criteria or variables - the works.
This is what I understand by those terms:
Engagement refers to the level of effort / initiative / level of involvement which the employees willingly put into the performance of their roles.
I got this definition (and article excerpt) below from http://management-issues.com <link updated to site home>
[color=yellow]employee engagement as "a heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work. At least four of the studies agreed on these eight key drivers.
Trust and integrity how well managers communicate and 'walk the talk'.
Nature of the job Is it mentally stimulating day-to-day?
Line of sight between employee performance and company performance Does the employee understand how their work contributes to the company's performance?
Career Growth opportunities Are there future opportunities for growth?
Pride about the company How much self-esteem does the employee feel by being associated with their company?
Coworkers/team members significantly influence one's level of engagement
Employee development Is the company making an effort to develop the employee's skills?
Relationship with one's manager Does the employee value his or her relationship with his or her manager?
Other key findings include the fact that larger companies are more challenged to engage employees than are smaller companies, while employee age drives a clear difference in the importance of certain drivers. For example, employees under age 44 rank "challenging environment/career growth opportunities" much higher than do older employees, who value "recognition and reward for their contributions".
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In simple terms according to me, satisfaction refers to a measure by which employees indicate their appreciation or lack thereof of the organization, the facilities it provides, infra, policies, i.e. points mentioned in the above article.
For more understanding of this topic, you should read the book "First Break all the Rules" by Curt Coffman & Marcus Buckingham.
We can help you better if you can explain the context of the question. :)
Regards
Ryan
From India, Mumbai
There are various definitions which are in various formats and mention certain criteria or variables - the works.
This is what I understand by those terms:
Engagement refers to the level of effort / initiative / level of involvement which the employees willingly put into the performance of their roles.
I got this definition (and article excerpt) below from http://management-issues.com <link updated to site home>
[color=yellow]employee engagement as "a heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work. At least four of the studies agreed on these eight key drivers.
Trust and integrity how well managers communicate and 'walk the talk'.
Nature of the job Is it mentally stimulating day-to-day?
Line of sight between employee performance and company performance Does the employee understand how their work contributes to the company's performance?
Career Growth opportunities Are there future opportunities for growth?
Pride about the company How much self-esteem does the employee feel by being associated with their company?
Coworkers/team members significantly influence one's level of engagement
Employee development Is the company making an effort to develop the employee's skills?
Relationship with one's manager Does the employee value his or her relationship with his or her manager?
Other key findings include the fact that larger companies are more challenged to engage employees than are smaller companies, while employee age drives a clear difference in the importance of certain drivers. For example, employees under age 44 rank "challenging environment/career growth opportunities" much higher than do older employees, who value "recognition and reward for their contributions".
".[/color]
In simple terms according to me, satisfaction refers to a measure by which employees indicate their appreciation or lack thereof of the organization, the facilities it provides, infra, policies, i.e. points mentioned in the above article.
For more understanding of this topic, you should read the book "First Break all the Rules" by Curt Coffman & Marcus Buckingham.
We can help you better if you can explain the context of the question. :)
Regards
Ryan
From India, Mumbai
Dear Sender,
Yes. There is difference betn. Employee Satisfation survey & Employee Engagement.
Employee Satisfaction survey means it is written questionnaire mentioned about the the feeling of employee about co., co. policies & rules, systems, practices, Superiors, Learning environment, sufficient machinery / equipment availability, canteen food, welfare measures. The HR dept. should conduct to understand the opinion and consider suggestion/improvement to implement.
Enployee Engagement program means you are engaging gamut of people on certain co. activities to work together in Team.
regs,
Bhushan Dahanukar
Mumbai
From India, Mumbai
Yes. There is difference betn. Employee Satisfation survey & Employee Engagement.
Employee Satisfaction survey means it is written questionnaire mentioned about the the feeling of employee about co., co. policies & rules, systems, practices, Superiors, Learning environment, sufficient machinery / equipment availability, canteen food, welfare measures. The HR dept. should conduct to understand the opinion and consider suggestion/improvement to implement.
Enployee Engagement program means you are engaging gamut of people on certain co. activities to work together in Team.
regs,
Bhushan Dahanukar
Mumbai
From India, Mumbai
Employee satisfaction: Its is one of the major surveys that company needs to take out which inturn leads to Growth of company in Market .
Let me put it dis way : If Employee X work in Y Technologies . If he believes the company is kinda comfortable to work in and best place towork with . He himself will refer people and can get us workforce, If we have enuf stabled and Efficient workforce We can Build our Business by catering our clients a world class service . Hence Employee satisfaction is stepping stone for company's sucess. I am sure running this survey and working towards the feedback wat we get from Employees will help us in sustaining our Business and also helps in getting out of Attretion problem.
Hence most of the HR's in the company plan to run this survey inroder to check what Employees feel about the company and what are their expectations towards the company . If the expectations are with in the Benchline of the company's policies and Company's Legislations, They may be taken forward and put them into Actions .
Let me know your Inputs about my understanding . Also revert if I am not clear with my communication towards this topic
From India, Hyderabad
Let me put it dis way : If Employee X work in Y Technologies . If he believes the company is kinda comfortable to work in and best place towork with . He himself will refer people and can get us workforce, If we have enuf stabled and Efficient workforce We can Build our Business by catering our clients a world class service . Hence Employee satisfaction is stepping stone for company's sucess. I am sure running this survey and working towards the feedback wat we get from Employees will help us in sustaining our Business and also helps in getting out of Attretion problem.
Hence most of the HR's in the company plan to run this survey inroder to check what Employees feel about the company and what are their expectations towards the company . If the expectations are with in the Benchline of the company's policies and Company's Legislations, They may be taken forward and put them into Actions .
Let me know your Inputs about my understanding . Also revert if I am not clear with my communication towards this topic
From India, Hyderabad
Thanks Ryan . This is an area of OD which most HR professionals seem to go wrong. Yes, there is a substantial difference between both. The context of raising this topic was to get our thought processes working.
In my understanding in short - An Employee can be satisfied and not engaged . While a Employee cannot be engaged and not satisfied.
In conclusion , a engaged employee is somebody who has entrepreneurial passion for the job he is executing and who is in a high state of motivation.
From United Arab Emirates, Dubai
In my understanding in short - An Employee can be satisfied and not engaged . While a Employee cannot be engaged and not satisfied.
In conclusion , a engaged employee is somebody who has entrepreneurial passion for the job he is executing and who is in a high state of motivation.
From United Arab Emirates, Dubai
Hi All, Please share your various Employee Engagement Activities (BPO,IT,..etc) at your Organisations. It will be very useful to implement.
From India, Coimbatore
From India, Coimbatore
Please help me!! as i am doing a research work on Employee Engagement .. Can anyone Help me out!!
From India, Vadodara
From India, Vadodara
Hey Folks,
Got a doubt.
Understand that there is a vast difference b/w engagement and satisfaction. My question is does engagement affect satisfaction or vice versa. . If yes, how?
Are all satisfied employees engaged??
Are all engaged employees satisfied??
Kindly clarify.
Regards,
Jayesh M
From India, Bangalore
Got a doubt.
Understand that there is a vast difference b/w engagement and satisfaction. My question is does engagement affect satisfaction or vice versa. . If yes, how?
Are all satisfied employees engaged??
Are all engaged employees satisfied??
Kindly clarify.
Regards,
Jayesh M
From India, Bangalore
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Employee Satisfaction Survey[1].doc