Today's organization's urgently need to define the concept of employee engagement, describe a scale for measuring it and present strategies for maximizing it.
Employee satisfaction is the positive reaction employees have to their overall job circumstances, including their supervisors, pay and co-workers.
Employee identification refers to the emotional state in which employees identify as part of the organization, see themselves as intertwined with the success or failure of the company’s brand.
Employee commitment is much higher for the employees who identify with the organization than for the employees who don’t. Commitment is an important facet of employee engagement, as it induces employees to do more than what’s in their job descriptions.
Employee loyalty to an organization creates a positive attitude about the organization, which can motivate employees to do more than expected and which can trickle down to have positive effects on the employees’ work and, ultimately, on customer satisfaction.
Employee performance can be seen in the quality of goods and services the company produces and in customer interactions and feedback.
 20 to 39 - Engagement level is low; 40 to 59 - Somewhat more engaged; 60 to 79 - Room for improvement; 80 to 100 - Employee engagement was high.
Some informal indicator should be looked with today's age of data analytics:
The amount of work that occurs outside of normal working hours (e.g. evenings and weekends). This is a good indicator of discretionary effort.
The number of network connections snd time spent with people outside of immediate team or region. Building of broad networks beyond core team is a sign of high engagement.
The percentage of participation in ad-hoc meetings and initiatives vs. recurring meetings and processes. Participation in only highly structured events can be an indicator of low engagement.
Time spent collaborating directly with customers outside of normal scope of work. This and other measures like it can indicate people are highly engaged enough to help their colleagues even though they might not get credit for it.
At personal level, Employees with platform which help them with following points goes a long way:
Building awareness of their own strengths and needs at work are the building blocks for becoming more engaged in your role and workplace.
Abiltiy for employees to assess their daily progress on important work.
It is important for employee to recognize their personal drives and motivators.
Look Inward: One of the important steps in career management is looking inward, taking the time to examine your values, interests, skills and reputation.
After Looking Inward, it is important to look outward to understand the world of work around you. Looking Outward involves learning about trends in your profession and the workforce and considering your network and how to utilize it.
A role of a Leader in engagement is to capture the discretionary effort of employees by doing all that you can to prepare employee s to be successful. A useful metaphor that can guide your actions as a leader has to do with the desired outcome, stated in terms of head-heart-hands.
A HEAD — Are employees mentally engaged in the work.
HEART — Are employees emotionally engaged in the work
HANDS — I am engaged in doing the work
Catalyze Daily Progress and Remove Barriers
Set Clear Expectations
Make Connections to the Organization:
Who We Are — The organization’s goals and strategy, how the organization operates, and what senior leadership hopes to achieve.
Why We Exist — The organization’s mission and vision and why the organization’s strategy and goals matter.
How You Help Us Succeed — How the employee’s role helps achieve the mission for which the organization exists.
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Much has been studied about the impact of employee engagement on company performance, and there is general agreement that increased engagement drives results: Gallup, for example, suggests a 20% or better boost to productivity and profitability for companies with high engagement. Such companies, however, may be few and far between: Gallup also reports that only 30% of American workers, and 13% of global workers, are engaged in their jobs.

Overall employee engagement level is directly influenced by the Measuring the Benefits of Employee Engagement components of employee engagement (employee satisfaction, employee identification, employee commitment, employee loyalty and employee performance) and are therefore the result of the aggregation of these components.