1st ingredient of Employee Satisfaction: Employee Engagement

How was 2015 for HR? Have we been able to develop and execute a solid strategy to keep our employees engaged? Have we thought about converting the less engaged employees into enthusiasts of their jobs?

We found some interesting statistics from the Talent 2020 research report developed by Deloitte University Press. According to these research findings, 72% of employees (from the respondents who were considered in the survey) suggest their talents are being effectively utilized in the organization, whereas another 42% believe otherwise.

Why not we discuss how these statistics effect employee satisfaction, engagement and turnover levels? Employees who believe they are under-utilized are the most dissatisfied employees in the workplace. These employees probably will not see a valid reason to stay engaged with the job role or the workplace any longer. Hence, these are the employees who would leave the organizations soon.

We have observed that effective employee engagement is what translates into a satisfied workforce. Thus it is important to build a workforce with an intense level of engagement. Based on this, let’s try to discover the drivers of employee engagement and how HR professionals and superiors can drive engagement.

Employees who believe they are under-utilized, hence not satisfied with the workplace can be dramatically converted into satisfied, motivated employees by facilitating below conditions. 

  1. Competitive Package
  2. Flexible working conditions
  3. Relationship with leadership
  4. Willingness/ Pride to work with the company
  5. Challenging Responsibilities


Provided these aspects we’ve showcased in the above diagram, HR organizations and superiors can be sure that satisfied employees will stay longer with the company. Also, the facilitation of these will convert the dissatisfied employees into a motivated workforce. Like we said before, engagement is a key driver of employee satisfaction. Hence, offering challenging responsibilities continuously is key to keep employees attention and interest provoked thus keeping them engaged.

As we’ve identified the key drivers of employee engagement, it is important to understand what exactly put EMPLOYEE ENGAGEMENT in the red zone. Understanding inconsistencies in people management that actually causes employee demotivation and higher employee turnover will help HR organizations and leadership to avoid those. 

  1. Lack of Career Progress
  2. New Employment Opportunities
  3. Disagreements with Superiors
  4. Insufficient Compensation raise/s
  5. Lack of Challenges

Who is responsible in avoiding these discrepancies and who is responsible in driving employee engagement to increase employee retention? Well this is not an effort of one single department or a leadership role. This is a collective effort of HR professionals in an organization along with leaders and superiors of every team/ department. We have extensively discussed how the role of HR professionals and Human Capital Management is evolving. Today, our focus was on one integral facet of productive human capital; employee engagement.

As a provider of Human Capital Management technology in Asia, we have assisted our clients to raise the bar in their HR Practices. We believe our suggestions here too will assist our readers to add one of the most valuable ingredients to their Human Resource Management strategy which is Employee Satisfaction driven by Engagement!

Visit mihcm.com to explore our presence and contribution in the Human Capital Management space.

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1st ingredient of Employee Satisfaction: Employee Engagement