Employee Engagement

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EmployeeEngagement

Tableof Content

Title 1

Introduction 3

TheReport 3

Advantagesof 3

EmployeeEngagement Techniques at Google Inc 5

Recomedations 9

Conclusion 10

Referemces 12

Employeeengagement is the practice of having values and a set of ethics thatguide the behavior of employees in order to shape their performancetowards achieving the objectives of an organization. According toMaceyet al (2011),employee engagement is the approach at the workplace that isformulated to ensure that employees are focused on their goals,motivated to contribute to organizational goals and committed to thevalues that guide their performance. Employee engagement is importantbecause it involves connecting the value systems of the employeeswith those of the organization in a manner that guides their behavioruniformly. The discussion on employee engagement will discuss itsadvantages and limitations, while focusing on the techniques adoptedas well as the recommendations for a modern organization.

Advantagesof

Oneof the major advantages of employee engagement is an increase in theproductivity of the organization in terms of sales growth. Employeeengagement increases the sales of the organization as the main aspectof measuring the performance of a firm in a quantitative manner(Collings &amp Wood, 2011). According to Maceyet al (2011),companies that have more engaged workers, do record higher salescompared to others with lower levels of engagement. In Google, thesales of the company are high because of the level of engagement thatthe company maintains on the employees as part of its organizationalculture (Google Inc, 2015). The increase in the sales of anorganization leads to a higher increase in the profitability itsoperations.

Anothermeasurable advantage of employee engagement is the increase inprofitability of a company due to quantitative and qualitativebenefits of engaging employees. Engaging employees in an organizationmotivates their output and increase their productivity in terms ofoutput (Flynn, 2006). The same efforts also increase the sales levelsof the organization without necessarily increasing the costs involved(Flynn, 2006). This is because highly engaged employees are efficientin their work and utilize organizational resources efficiently andeffectively. Reduction in the costs and increase in output and salesleads to an increase in the profitability of an organization. At thesame time, employee engagement improves their morale, which shapesthe performance of the organization as a whole.

Employeeengagement is instrumental in increasing the performance of theemployees in an organization, in line with the expectations of themanagement. Employee engagement increases employee performancebecause it involves instilling of the right set of values andbehavior that increases their commitment to their work. According toWeber (2008), employees at Google Inc perform better and give higherresults because of the way the management engages them at the office.Through employee engagement, employees are motivated and happy attheir work stations, which create a wave of performance in theworkplace (Peter &amp Adrian, 2003). At the same time, the adoptionof the values and behavior that are predetermined by the organizationdirects their work ethics and improves performance.

Employeeengagement increases the levels of motivation at work and makesemployees feel happy at their jobs. According to Sutherland (2012),the positive impact the practice has on employee motivation is as aresult of the creation of a set of values and behavior that attachesthe employee to the organization. Workers who are highly engaged atwork will feel that their management values their position, and willbe motivated to work even more (Flynn, 2006). In addition, employeeengagement absorbs the employees fully into the plans of theorganization, which increases their enthusiasm. As a result, theytake a positive interest towards the organization and focus more ontheir job.

Asa result of employee engagement, customer satisfaction increases dueto the motivation of employees to serve the clients well. This isbecause employee motivation increases the level of human relations inthe workplace and develops a higher level of interaction with thecustomers (Bakker,2010).As a result, the level of retention of customers will be high, whichwill have a positive impact on the sales and corporate image of thecompany. At Google, workers are highly engaged and have exemplaryhuman interaction at the workplace and with the customers (GoogleInc, 2015). This explains why the company has a good reputation, andis highly regarded by its clientele. Highly engaged employees havebetter human relations not only because of their job satisfaction,but also because of the importance they place to their job position.

However,there are negative results when employees are disengaged. Withdisengaged employees, job satisfaction among them reduces as theyfeel unwanted and insignificant at their workplace (Maceyet al, 2011).As a result, motivation at work reduces and the general level of jobsatisfaction in the workplace is low. Most employees will feelunappreciated and their role as not recognized by the management(Peter &amp Adrian, 2003). This makes them feel unimportant in theoverall achievement of the objectives of the organization. At thesame time, employees are not able to identify with the organizationthrough their jobs. This deprives them the sense of pride andsatisfaction. According to Collings and Wood (2011), employees whoare not well engaged by the management reduce their performance andleave the organization, causing a high level of employee turnover.

EmployeeEngagement Techniques at Google Inc

Employeeengagement at Google is one of the main factors that have led to thedevelopment of the firm as a prestigious firm that dominates intechnology and innovations. Over the years, Google Inc has recordedincrease performance and growth of corporate image as a result of itstechnology and innovative products. This level of performance andimage is as a result of the strong techniques the firm has inimplementing employee engagement.

Oneof the employee engagement techniques used by Google to motivateemployee is having regular and effective meetings at the workplace.This is one of the most common and popular engagement point is at themeeting held every week called TGIFweekly all-hand meetings(Google Inc, 2015). Through the meeting, employees are engaged by themanagement to align their values, goals and behavior towards theorganizational values. These meetings help the management andemployees to jointly evaluate their objectives so that the tasks doneon a regular basis are in line with the organizational setting.According to Google Inc (2015), having meetings and consultations isan effective technique of engaging employee because it promotesopenness of employees towards the management. This explains whyemployees at the firm are highly cohesive with the management.

Anothertechnique used by Google in effecting its employee engagement iseffective communication function. Communication at Google is highlyeffective due to the adoption of effective communication channelsthat are not constrained by bureaucracy. According to Google Inc(2015), Google holds its TGIFmeetingson a weekly basis in addition to email conversations andconversations at the café. This is because Google believes inengaging people on less formal channels in order to promote openness.The establishment of conversations at the café in the company givessuch grounds for effective communication among employees (Sutherland,2012). This kind of communication takes advantage of the benefitsthat comes along with informal channels of conversing and reduces thebureaucratic limitation to effective communication between themanagement and employees.

Moreover,communication within Google is structured in a manner that encouragesconsultative engagements among the employees. The environment is alsofriendly to involve employees and the management in sharing new ideasthat are welcome at the firm. According to Weber (2008), innovationis effective at Google because of the space that the management hasset up for the employees. Through effective communication between themanagement and employees, the company maintains a high level ofmotivation among the employees. Most of the projects that are done byemployees at the firm are motivated by the less bureaucraticcommunication at the firm (Girand,2009).This leads to better job satisfaction, promotes innovation, increasesperformance and facilitates creativity at work.

Theleadership style at Google is another important engagement techniquethe firm uses to motivate employees. The company has an effectiveleadership structure that influences employees to share theobjectives of the company in their jobs (Weber, 2008). The leadershipstyle at Google recognizes the importance of employees as the mainresource of the company. As a result, the environment at the companyis liberal, such that employees have a friendly work schedule andliberty to choose what to do and when to do it. This makes employeeshave self-originated pressure that guides the implementation ofprojects (Peter &amp Adrian, 2003). This gives employees a sense offreedom, while having a strong sense of work and commitment to theorganizational objectives. This technique promotes motivation at thefirm and encourages development of new ideas for the betterment ofthe firm.

Compensationof employees is another important technique that Google uses tomotivate its employees. The firm pays employees fairly and matchestheir compensation with the contribution to the organizationalprojects (Crowley,2013). At the same time, the firm considers experience and jobpositions in its compensation structures. As a result, employees aremotivated to work at the firm and boost the corporate image of thefirm. The promotion of the staff at the company is also done fairlyand in line with their contribution to the company. The fairtreatment of employees at the firm motivates them to perform betterfor the company and for themselves.

Atthe same time, Google uses groups and team`s engagement technique toorganize the human resource, which has positive effects on themotivation of employees. Google organizes its employees in terms oftwo major levels the Googlers and the junior employees (Google Inc,2015). The Googlers are the senior employees who have stayed with thecompany for a longer period of time and worked with the firm as fulltime employees. They are teamed with junior employees to guide themthrough their orientation period. At the same time, Google sets teamsand groups to work on different projects that relate to thedepartmental structures at the firm. As a result, the firm has ahighly motivated workforce.

Trainingand development is another employee engagement technique that Googleuses to motivate its employee and maintain a vibrant human resource.The human resource of the firm undergoes continuous training that isaimed at updating their skills, competence and expertise (Sutherland,2012). The firm also has a structured in-house training fordeveloping the new talent in the new employees that it has. Thisgives them a chance to train with the experts at the company. As aresult of the rich training and development structures of the firm,the firm develops innovative products and products (Bakker,2010).As a result of the development, Google employees develop newtechnology and products.

Anothereffective employee engagement technique that motivates employee satGoogle is using a relaxed working environment. The company has afriendly working environment that is coupled with a liberal workingschedule that the company has set for its employees. The firm hasworking spaces that look like home, and have differently themed roomsfor different areas, both for work or recreational activities. Forinstance, the company has a café that is themed in itscharacteristic colors to encourage employees to relax (Google Inc,2015). The firm has established a variety of themed workingenvironments that relate to the most common activities that employeesdo in daily life.

Inaddition, the Google promotes motivation through the technique ofallowing recreational time at work. In the company, there are variousrecreational activities that employees are allowed to engage induring their free time. Among them are sporting activities that havetheir spaces fully themed with Google colors and open for theemployees (Crowley,2013). On one of their sporting sections is balling and bicycles forcycling among other sports. According to Peter and Adrian (2003),allowing employees to have recreational time promotes their loyaltybecause it assures that the company is keen on caring for theirpersonal needs. The provision of the various recreational activitiesallows employees to relax and motivates them to worker more. Thisimproves their performance and increases their levels of jobsatisfaction.

Anothermajor technique of employee engagement at Google is giving employeesprofessional autonomy and liberty to create and develop new ideas.Most employees at Google are at liberty to come up with ideas andconsult with the management for implementation of these ideas.According toGirand (2009), Googleuses the 70/20/10rule where employees work for the management projects for 70% oftheir time, 20% on their new projects and 10% of their time on purelytheir own ideas. Thismakes the company successful in innovation and embrace oftechnological expertise of the employees. As a result, Google hassucceeded in thriving with technological advancements and innovationdue to the confidence the form has placed on its employees.

Recommendations

Whileemployee engagement at Google is effective in motivating employeesand increasing performance, there are recommendations that canincrease its effectiveness. It is highly recommended that the companyengages in employee engagement surveys. This survey would study thelevels of employee satisfaction and the motivation levels of thefirm. This will not only report on their satisfaction, but will alsoimprove the firm’s employee engagement level.

Inaddition, it is recommended that the management promotes moretraining and development for employees in leadership and management.While the company has excelled in training on expertise andtechnological innovation, further training on leadership will enrichthe company’s management. As a result, teams and departments in thecompany will be more effective.

Itis also recommended that the company strengthens the systems ofgroups and teams to be more effective in the development new projectsat the company. The company can add the system of teams and groups toits employee time philosophy of 70/20/10to include some time for teams or group work.This will improve the coherence of the employees in the workplace andincrease the output as well as the creativity of the innovators.

Inaddition, it is recommended that Google goes beyond the monetarysatisfaction of employees and introduce other aspects of employeeengagement. While Google is among the best companies to work with inthe world, it is recommended that it increases the employee space andfacilitate their professional growth. According to Peter and Adrian(2003), this reduces any temptation to go to other companies. Thiswill make employees more comfortable that they will not considerother to work in other companies.

Conclusion

Employeeengagement involves the practice of setting values, behavior andattitudes in order to increase the performance of employees byaligning it to the organizations. Employee engagement in anorganization is important to organizations as it improves theperformance of employees, increases sales it increasesprofitability, leads to high job satisfaction and increases customersatisfaction. Employee disengagement leads to low productivity andreduces the morale of the employees. As a result of this importance,large companies like Google Inc employs proper communication,friendly job environment, regular meetings and supporting employees’initiatives. It is therefore recommended that companies like Googleincrease their levels of employee engagement by implementing moretechniques that seek to improve the morale of employees at theworkplace.

References

Bakker,A. B. (2010). WorkEngagement: A Handbook of Essential Theory and Research.New York: Taylor &amp Francis

GoogleInc, 2015, Google’smission is to organize the world’s information and make ituniversally accessible and useful.Retrieved From, &lthttp://www.google.com/about/company&gt July 21,2015

CollingsD. &amp Wood, G. (2011). Humanresource management: A critical approach.London: Routledge

Crowley,M.C. (2013). Not A Happy Accident:How Google Deliberately Designs Workplace Satisfaction.Retrieved From,&lthttp://www.fastcompany.com/3007268/where-are-they-now/not-happy-accident-how-google-deliberately-designs-workplace-satisfaction&gtJuly 21, 2015

Flynn,W., Mathis, R.L., &amp Jackson, J. (2006). HumanResource Management.Stamford:CengageLearning

Girand,B. (2009). TheGoogle Way: How One Company is Revolutionizing Management as We Knowit.San Francisco: No Starch Press

Macey,Y., Schneider, B., Barbera, K. &amp Young, S.A. (2011).: Tools for Analysis, Practice, and CompetitiveAdvantage, NewYork: John Wiley &amp Sons

Sutherland,A. (2012). TheStory of Google.New York: The Rosen Publishing Group

PeterA., &amp Adrian W. (2003). UnderstandingWork and Employment: Industrial Relations in Transition.Oxford University Press

Weber,S. (2008). Organizationalbehaviour. Google corporate culture in perspective.Berlin: GRIN Verlag