Menciptakan Keterlibatan Karyawan (Employee Engagement)

Summary

This video delves into the concept of employee engagement, emphasizing that it is not the same as employee satisfaction or happiness. Employee engagement is defined as an emotional commitment to the organization and its goals. The video highlights four key elements to foster engagement: communication, recognition, growth, and trust. Managers play a pivotal role in creating an environment where employees feel connected, appreciated, and supported in their personal and career development. Additionally, a model called 'Performance Great' is introduced as a tool to enhance both employee performance and engagement.

Takeaways

• 😀 Employee engagement is different from employee satisfaction and happiness. It refers to emotional commitment to the organization and its goals.
• 😀 Less than 15% of employees in some companies are truly engaged with their organization, as revealed by recent surveys.
• 😀 Employee engagement is closely linked to the level of commitment employees feel toward their organization's goals.
• 😀 When employees are engaged, they tend to work harder and put in more effort to achieve the company's goals.
• 😀 To build employee engagement, there are four key elements: communication, recognition, growth, and trust.
• 😀 Regular communication with employees, particularly through effective two-way channels, is crucial for fostering engagement.
• 😀 Recognition plays a significant role in engagement. Managers should acknowledge and appreciate employees' efforts and achievements.
• 😀 Growth opportunities are vital to employee engagement. Employees must be given chances to grow and develop their skills within the organization.
• 😀 Trust is essential in building employee engagement. It is developed through a manager's attitude and the organization's communication of its vision and potential for growth.
• 😀 Managers should regularly have conversations with their team to understand career development goals and align them with organizational opportunities.
• 😀 The speaker has designed a model called 'Performance Great' to boost employee performance and engagement, which will be discussed further in future videos.

Q & A

What is the main difference between employee engagement, employee satisfaction, and employee happiness?

Employee engagement refers to an employee's emotional commitment to their organization and its goals. It is distinct from employee satisfaction, which is about contentment with the job, and employee happiness, which pertains to general well-being. An engaged employee is committed to the organization's success, while satisfied or happy employees may not necessarily feel this level of commitment.

What is the definition of employee engagement as mentioned in the video?

Employee engagement is defined as the emotional commitment of an employee to their organization and its goals. Engaged employees are more likely to work harder and make greater efforts to achieve the organization's objectives.

Why is employee engagement so important for organizations?

Employee engagement is crucial because engaged employees are more productive, motivated, and committed to the organization's success. They are willing to put in extra effort and contribute to achieving organizational goals.

What are the four elements necessary for building employee engagement?

The four elements essential for building employee engagement are: communication, recognition, growth, and trust. These factors help create a positive work environment where employees feel valued and committed.

How does communication contribute to employee engagement?

Effective communication, especially with immediate superiors, is vital for building employee engagement. Regular two-way communication ensures employees feel heard, valued, and connected to the organization's goals, which in turn enhances their emotional commitment.

What role does recognition play in fostering employee engagement?

Recognition is critical in acknowledging the efforts and achievements of employees. Verbal appreciation and formal recognition events help employees feel valued and motivated to continue contributing to the organization's success.

Why is growth important for employee engagement?

Employees are more likely to engage with an organization when they have opportunities to grow and develop professionally. Providing career development conversations and opportunities for skill-building shows employees that the organization is invested in their future.

How does trust influence employee engagement?

Trust is built through two main factors: the attitude of leadership and the organization’s vision for future growth. Employees need to trust that the organization has a clear, positive direction and that their leaders support them. Without trust, engagement is unlikely to be strong.

What is the 'Performance Great' model mentioned in the video?

The 'Performance Great' model is a tool developed by the speaker, Darmawanaji, to boost employee performance and engagement. It is based on his experience as a consultant in learning and performance development, and it helps organizations build a committed and high-performing team.

How can managers build trust with their employees?

Managers can build trust by demonstrating positive leadership attitudes, being transparent, and clearly communicating the organization's vision. When employees understand the organization's goals and feel supported by their managers, trust and engagement are enhanced.