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March 2017
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March 2017
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Defining Engagement in the Philippines

Sunday, March 19, 2017

The well-known CEO of General Electric, Jack Welch, says the three most important measures of organizational health are employee engagement, customer satisfaction, and cash flow. It’s not surprising that engagement tops the list. Countless surveys have found positive correlations between employee engagement and talent retention, operating income, and earnings-per-share. According to reports, engaged employees are one and a half times more likely to perform better than their disengaged counterparts, and five times more likely to stay with an organization over time. On the other hand, low levels of engagement lead to lower customer satisfaction rates, decreases in productivity, higher employee turnover, and an overall apathy spreading through the corporate culture. However, engagement is difficult to define and even harder to boost. According to roughly 11,000 respondents to the Institute of Employment Studies employee engagement survey in Europe, engagement means “a positive attitude held by the employee towards the organization and its values. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization.” The USA-based Conference Board, however, defines 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.”

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