Employee Engagement Analysis

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Employee engagement means the commitment and involvement of an individual towards their organisation. Every employee of the organisation should be aware of business context and also work with colleagues to improve their performance within the organisation. The organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee. According to HR practitioners the engagement mainly deals with how the employee feels about the working environment and how the employee is treated within the organisation. It focuses on the employee emotion to achieve success in a company. But some employees never give their level best even after working hard. HR and line managers try to engage them. But most…show more content…
An engaged employee is aware of the business context, works with colleagues to improve performance within the job for the benefit of the organization”. They further add that organization must develop and nurture engagement which is a two way relationship between employer and employee. Introduction of company: Wings-Promos Brand Activations began its journey in the year 1994 with only three people. Today Wings-Promos Brand Activation has seven divisions, with a presence in 588 cities across India, and present in seven countries. Currently Wings employs over 5,500 people and is still growing. Wings-promos Brand Activations are into advertising, promotions and also event management. They have organised a lot of events with well known brands. Literature…show more content…
They want to know the desired expectations for their role so they can meet and exceed them. They're naturally curious about their company and their place in it. They perform at consistently high levels. They want to use their talents and strengths at work every day. They work with passion and they drive innovation and move their organization forward. • Not Engaged: A critical group, these employees are among the high performers and are reasonably satisfied. They may have consistency at work. They are yet to find their progress or clearly understand how they can best attribute. It should be a priority to move them out of this brief holding area to full alignment and productivity. Employees may be working hard but, working on non-essential tasks, contributing little to the success of the organization. • Actively Disengaged: These employees are most disconnected from organisational priorities, often feel underutilized and are clearly not getting what they need from their work. They are likely to be doubtful and can indulge in contagious negativity. If left alone, the disengaged are likely pointed out that research is needed on ways not only to promote employee engagement, but also on interventions that will be effective in preventing distress and burnout in engaged

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