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What is the basic difference between employee engagement and employee satisfaction?

It’s obvious that as an HR Manager you keep no stone unturned to make your employees satisfied with perks and pays and all. But even satisfied employees leave your organization. Why? They leave, because there is a basic difference between employee engagement and employee satisfaction. When your employees find motivation day in and day out in their work and love to be committed to come to office for work every day, then they are engaged employees.

For any organization employee satisfaction is a “want” – whereas engagement is a “need”!

Employee satisfaction means employees are happy or content with their jobs and work environment. But is that satisfaction and happiness killing their hunger to grow?

Ask few questions to yourself as a part of management and you get the answer,

  • Are they comfortable to come out of the comfort zone and face challenges?
  • Up to which extent your employees feel passionate about their jobs?
  • Are they committed to your organization’s cause?
  • Where is their discretionary effort into their work?

Employee engagement happens when your employees wilfully stretch their limits for to obtain complete customer satisfaction, both internal and external.

 

How to engage your employees @ work?

One response is that Satisfaction is a “one-way street” (what can you do for me), and Engagement is a “two-way street” (what can we do together, in partnership). Engagement is a two-way contract. Engagement is more of a multi-dimensional construct and has greater validity and linkages to business outcomes such as revenues, profitability, growth, attrition etc.

(Abhishek Mittal, 2011)

 

We believe all certain behavioural aspects like attitudes, work place behaviours as well as behavioural attributes like performance aspects and outcomes – are part of the employee engagement story.

Employee Engagement Survey plays a very critical role for organizational profitability and team success. Engaged organizations nurture a culture of strong and authentic values, with clear evidence of trust and fairness based on mutual respect. Here two way promises and commitments – between employers and staff – are understood, and are fulfilled.

You should constantly check the degree of engagement achieved in your organization through a customized Employee Engagement Survey for your organization.

Employee engagement surveys measures up to which degree an individual is engaged to an organisation.

This survey gauges the emotional, behavioural and cognitive interests of employees. Employee engagement has 4 prime factors:

  • Engagement with Self as an Individual
  • Engagement with Self as an Employee
  • Engagement with Career
  • Engagement with Organization

Employee engagement surveys identify and measure drivers of engagement; that is, triggers which can be targeted to bring effective staff engagement across all levels.

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