Globalization has changed the way organisations operate today. Globalization has brought about economic change that has affected many organisations. Due to the changes brought about by globalization and economic change, many organisations have failed to meet their goals and objectives (Hewitt, 2013). Therefore, they have opted to focus on how employees behave and think in order to get useful insights of employees’ engagement. Employee engagement can be defined as employee’s willingness to assist in achieving company’s goals and objectives by offering unrestricted effort on a sustainable basis. It is the involvement and enthusiasm for work (Markos and Sridevi, 2010). Engagement does not simply mean working hard or use of vigour when one works (Albrecht, 2010). It involves putting oneself into the work. Leaders need to be in the fore front to encourage employee engagement by enhancing communication. They need to dismantle all the obstacles to engagement such as structures and processes in order to create a new structure of interaction between the employees (Albrecht, 2010).
Employees’ engagement is very important and brings about positive results that are why it has attracted interest among researchers and practitioners. According to research, employees’ engagement can bring about successful business performance. Engagement affects employees’ attitudes, absence and productivity level thereby leading to lower employee turnover, increased shareholders’ return and increased financial performance (Gemma and Markwick, 2006). In addition, organisations with high employee engagement tend to have attractive brand and attracts the best pool of talents. By creating a culture that emphasizes on workforce engagement, organisations benefit from employees who are ready to go extra mile in achieving the set objectives. Promoting employee engagement workforce will lead to sensemaking and therefore enhanced organisational change (Georgiades, 2015). Communication has an impact on workforce engagement as it facilitates organisational change process.
The study of employee engagement is very relevant important. Knowing the factors that contribute to employee engagement can benefit organisations since improving on these factors can lead to enhanced employee engagement. Communication is important in enhancing employee engagement. In this paper we are going to concentrate on communication as the fundamental factor that contributes to workforce engagement. The paper will highlight how people-focussed communication leads to higher employee engagement. It also detail out the relationship between employee engagement and organisational change and how communication plays a fundamental role in enhancing successful organisational change.
The essay will focus on the following points:
Communication in the organisation
Effects of communication in the organisation
How communication assist during organisational change process and how this reduces disengagement
Relationship between communication and employee engagement
The below highlighted sentences represent the topic sentences, supporting argument one and supporting argument two of each body topics.
Communication in the organisation
Communication is vital to leaders and managers in managing employees. Communication is questionably one of the most essential aspects of any organisation.
The vision, goals and mission of a business may be enthralling, but in order to be effective, managers must communicate these to the team members (Towers, 2003). A barrier to effective communication revolves around the lack of it. When communication is accurate and clear, decisions become more informed, rational and effective. Communication impacts decision-making in various ways such as acceptance, cooperation, authority and openness of decision and the decision-making process. For managers to communicate effectively with the team members and to enhancethier engagement, they must establish the communication style to use and should also possess assertive communication skills.
Effects of communication in enhancing employee engagement
Clear, direct and effective communication within the organisation assist employees to be focused on their duties which make them remain engaged and motivated. This enhances their engagement (PWC, 2012). Communication is considered a medium that brings flexibility. It can be designed in a way that meets the needs of specific people. Messages, changes etc. can be added or removed depending on the audience. Without effective communication, employees become disengaged. Engagement could be attained by empowering the employees through verbal feedback, clearly defining their roles and reducing information overload. All these aspects illustrate the importance of communication in enhancing employee’s involvement. In addition, according to Schlachter (2014), one important predator of employee engagement is communication and knowledge sharing between employees. This offers an opportunity for them to exercise independence, to grow and learn. Therefore, in addition to decision-making, leaders should implement effective communication tool in order to increase workforce engagement (William, 2010).
How communication assist during organisational change process
Organisations try to come up with strategies to improve workforce engagement during the change process by enhancing communication. For instance, one way organisations use to increase workforce engagement is through engagement appraisal and feedback. Giving positive feedback to the employees is a communication tool that is likely to promote their engagement. Positive feedback enhances engagement by impacting the social-emotional culture of the organisation (Gruman and Saks, 2011). However, when feedback occurs as a criticism, it may damage the employee engagement by destroying their self-esteem. Additionally, drawing the attention of employees involves language and communication (William, 2010). Therefore, workforce engagement cannot be achieved without the managers taking into consideration on ways they communicate and interact with the employees. Since engagement entails seeking opportunities to contribute, managers should provide a platform for employees to express their feelings and ideas freely (Macey and Schneider, 2008).
Relationship between communication and employee engagement
Organisations recognize that there is a vital interrelation between communication and employee engagegement, this is why they endeavour to strengthen internal communication.
internal communication is able to build a culture that supports transparency between organisationalleaders and employees (Towers, 2003). Therefore, it is able to engage employees in the business’s priority. Engaged employees are empowered and are dedicated and inovoled I the organisation. Communication is able to promote transparent dialogue between the management and the employees that is able to build trust and manage the image of the company and thereby promote employee engagement (Towers, 2003). One communication driver that is mostly used to enhance employee engagement is face-to-face communication. this type of communication is able promote a sense of community and thus promote employee engagement.
Workforce engagement has received attention from researchers and practitioners in the last years. It has been linked to increased financial performance, high retention rate, high productivity and general organisational success.
Employee engagement is the employee’s willingness to assist in achieving company’s goals and objectives by offering unrestricted effort on a sustainable basis.
One factor that contributes to employee engagement is effective communication. Without effective communication, employees become disengaged.
Companies today are faced with organisational change that may result to employee resistance. Due to these changes, employees feel abandon and this may bring about disengagement.
Communication tends to reduce resistance and thus improves employees’ involvement.
Employees could be empowered through verbal feedback, clearly defining their roles and reducing information overload. All these show the importance of communication in enhancing employee engagement.
Albrecht, S 2010, Handbook of Employee Engagement Perspectives, Issues, Research and Practice.
This reference is largely on the topic of employee engagement. They offer information about engagement in the workplace and the impacts it has on the organisation
Gemma, R and Marwick, C 2006, Employee Engagement: A Review of Current Thinking, Institute of Employment Studies, Brighton.
This reference offers the benefits of employee engagement and emphasizes on the need for the promotion of the same.
Georgiades, S 2015, Employee engagement and organizational change. In Employee engagement in media management (pp. 9-37), Springer International Publishing.
The journal gives the relationship between employee engagement and organisational change. In addition, they tackle on the issue of communication as one of the contributors of employee engagement.
Gruman, J.A. and Saks, A.M 2011, Performance management and employee engagement, Human Resource Management Review, 21(2), pp.123-136.
The journal gives the indicators of performance management and detail out the relationship between performance and workplace engagement
Hewitt, A 2013, Managing Employee Engagement During Times of Change, Risk, Reinsurance, Human Resource. P. 1-11
It explains how change can affect employees and lead to low engagement. It gives ways of managing engagement during this times.
Macey, W.H and Schneider, B 2008, The meaning of employee engagement, Industrial and organizational Psychology, 1(1), pp.3-30.
Gives general explanation about the meaning of employee engagement and highlights the different aspects of engagement
Markos, S and Sridevi, M 2010, Employee Engagement. The Key to Improving Performance. International Journal of Business and Management, 5(12), p.89-96.
The journal explains the link between employee engagement and organisational performance. and how engagement can be enhanced
PWC 2012, Communicating Change: People-Focussed Communication Drives M&A Integration Success, p. 1-12
They explain how communication assists in reducing resistance to change and how it is linked to employee engagement.
Schlachter, S 2014, Engaged in what? Role theory perspectives for enhancing employee engagement research and practice, Research Gate.
Highlights the perspectives of engagement and ways to enhance it
Towers, P 2003, Understanding What Drives Employee Engagement, the 2003 Towers Perrin Talent Report.
This paper offer explanation as to what leads to employees engagement and what leads to disengagement
William, K 2010, ‘The essence of engagement: lessons from the field’ in Simon Albrecht (ed) 2010, Handbook of Employee Engagement: Perspectives, Issues, Research and Practice, Edward Elgar Publishing