The Relevance of Employee Engagement Indices as a Performance Measure and Indicator in Institutions - Essay Example

Employee engagement is a crucial element that influences operations in most institutions. It facilitates democratic participation and administration of resources, for example, human resources that enhances morale. Managers are obligated to formulate superior employee engagement procedures that include adoption of structured lines of communication. This is to facilitate communication and formulation of superior performance policies that focus on the participation of everyone. Employee engagement remains a hot issue with most professionals posting diverse opinion on its suitability in measuring performance in institutions. One school of thought reports that employee engagement indices criteria form a fundamental element that provides relevant incentives for measuring performance. It acts as a scorecard guideline that measures the satisfactory level of employees and consumers in service delivery.

However, another school of thought faults its use since it fails to provide clear benchmarks that can be applied to facilitate credible measurement of performance. Ideally, employees hold the requisite capacity of influencing performance in institutions (Macey, Schneider & Barbera, 2009, p. 224). To ensure superior innovation and creativity in product development, proper employee engagement is essential. It ensures adequate sharing of ideas and formulation of policies with innovative ideals. It is crucial to note that, employee performance can be achieved when their morale is enhanced through adequate engagement in diverse aspects. This paper evaluates the imperativeness of employee engagement as a performance measure and advancement of cordial relations in business institutions.

Objectives

1. To ascertain the relevance of engagement indices in improving cordial relations between employees and employers
2. To establish the factors that improve good relationship between employees and employers

• To evaluate the relevance of engagement indices as a performance measure in institutions

1. To establish the influence of employee engagement in enhancing productivity and efficiency in institutions
2. To establish whether employee engagement contribute to employees’ wellbeing

Definition

Employee engagement indices provide institutions with relevant capacity to focus on diverse factors that hinders employee performance and coordination with employers. It is coordinated through a survey questionnaire that identifies workers efforts and enthusiasm in execution of activities. Evidently, inferior relations between employees and employers hold far reaching effects on performance in institutions (Macey, et al, 2009, p. 229). It may results to dismal performance or reduced output, low working morale and increased worker turnover that can severely influence productivity in corporations.  According to Macey, et al, (2009, p. 225), superior engagement through adoption of excellent communication channels is vital in boosting understanding in institutions. Engagement fosters idea formulation and coherence at work that defines team spirit. This is vital since team spirit is an essential element that drives execution of activities based on strong shared norms and objectives. Consequently, engagement between employees and employers contributes in performance measurement together with other performance parameters. It is significant to state that poor worker engagement with employers influences individuals’ wellbeing at work and reduces output levels

Methodologies

The study adopts purposive research technique that gives clear guidelines of conducting a detail study with specific goals. The technique is relevant since it has the potential of steering the purposive nature of the study, which investigates the relevance of employee engagement indices as a performance measure and a factor that defines relationship between stakeholders in institutions.  The technique presents effective data collection procedures where use of questionnaires and electronic resources are applicable. The techniques enable the researcher to make superior choices of credible resources and respondents to sample including formulation of pertinent questions. The questions must hold relevance in ensuring that the major objectives of the study are met. Data collected were analyzed using relevant software’s and findings drawn appropriately.

Conclusion

Employee engagement indices form a crucial element that measures output levels and performance of various individuals in institutions. It is a concept that is relevant especially in the current environment where cordial relations between workers and employers influence growth and performance. In particular, cordial relations between employees and employers act as a morale enhancer of workers that drive their further effort for exemplary performance. Critically, the employee engagement advances innovation and creativity in institutions. As noted, it is achievable through development of superior communication channels with strong development focus. In the performance perspective, the concept is not fully applicable as a performance pointer since development of superior engagement guidelines is dependent on the structures that are integrated by the institution.

Indeed, staff engagement in policy formulation remains a hot issue with business professionals presenting diverse view on its suitability as a performance indicator. Various professionals report that employee engagement indices criteria form a fundamental element that provides relevant incentives of measuring performance. They state that, it presents a guideline that measures the satisfactory level of employees and consumers in service delivery. However, it fails to provide clear benchmarks that can be applied to aid credible measurement of performance. This presents categorical explanation why the approach may fail to give credible performance measure or adopted as a requisite productivity pointer compared to diverse indicators for example financial scorecard.