What impact does employee engagement have on enterprises?

According to the research in the classic bestseller "Employee Management Must Read 12", employee dedication is to create a good environment for employees, give full play to their advantages, and make every employee feel a sense of belonging and ownership. The research on employee engagement originated from Gallup Consulting Co., Ltd. in the United States. They have studied the relationship between the success factors of healthy enterprises for nearly 40 years, and established a "Gallup Path" model to describe the path between employees' personal performance and the company's final operating performance and overall value-added. The "Gallup Path" can be expressed as follows: the actual profit growth of enterprises drives the stock growth-sustainable development drives the actual profit growth-loyal customers drive the sustainable development-under the leadership of excellent managers, employees' strengths are brought into play to drive their professionalism.

There are six key factors, namely: personnel factor, work factor, salary factor, opportunity factor, discipline factor and quality of life factor.

* Personnel drivers include: senior leaders, direct superiors, colleagues and concerned employees.

* Total compensation includes three drivers: salary, benefits and recognition.

* The discipline includes five drivers: workflow, company policy, performance management, diversity and brand consistency.

* The factor of quality of life is the balance between work and life.

* Opportunities include career development opportunities and learning and development factors.

* Work factors are tasks, resources and sense of accomplishment.

The problem of low employee participation makes the company very anxious, but managers don't know how to empower and challenge employees. The loss of value caused by low participation is considerable. Gallup conducted a meta-analysis of decades of data, and the results show that high participation can continuously make individuals and organizations obtain positive results. High degree of engagement can improve employees' work efficiency, product quality and company profits. So, how can we improve the employee's engagement?

It is found that the key to improve employee engagement is to establish a trust culture. Compared with employees in low-trust organizations, employees in high-trust organizations have higher work efficiency, more energy at work, better cooperation with colleagues and longer service time for the company. In addition, employees in high trust organizations accumulate less chronic stress and have higher satisfaction with life, which can improve their work performance.