Jul. 22, 2022 Aashish Kasma

Hierarchy of Employee Engagement.

An organization is built by trust, and so are its people. Hence, Building trust and employee engagement are crucial to the success of any organization. No matter how smart and effective your business strategy may be, in the end, it is your personnel who must carry it out and provide the desired outcomes.

The effectiveness of an organization is frequently assessed using outwardly apparent indications like stock price, increased revenues, market share, product innovation, and other similar metrics. It is frequently overlooked that employee engagement and corporate cultures differ significantly between high- and low-performing organizations.

But, At Lucent Innovation, we take a genuine interest in our people & invest real time to understand employees at a fundamental level, they create a climate for greater morale, loyalty, and yes, growth. We have a lot of employee engagement activities of which a few are mentioned below.

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What is Employee Engagement?

The concept of employee engagement in human resources (HR) refers to how enthusiastic and committed an employee is to their work. Employees who are engaged are concerned about their jobs and the success of the organization and believe that their contributions are meaningful.

Understanding Employee Engagement

Given its obvious connections to employees’ job satisfaction morale, work engagement can be crucial to a company's success. Engagement among employees can only be established and sustained via effective communication. Employees who are engaged are more effective and perform better.

Appreciate people who are out there by recognizing them and rewarding them.

Other tactics include attempting to give workers a sense of worth and respect, as well as a sense that their opinions are being acknowledged and understood. Employees who are engaged in their job feel that it is important, that their managers value and support them, and that they've been given responsibility for the company's success.

Hence, Engagement being such a crucial part of the organizational growth, Being an HR it is important to consider the hierarchy of engagement of the organization for it’s flourishing & consistent growth.

What do we understand by hierarchy of engagement ?

To some extent, hierarchy of organization/employee engagement is inter-connected with Maslow's theory of needs. In his 1943 article "A Theory of Human Motivation" in Psychological Review, Abraham Maslow put forth his theory known as "Maslow's hierarchy of needs." Maslow classified the needs that humans need as follows.

Physiological needs
Safety needs
Love and belonging needs
Esteem needs
Self-actualization

“ Engaged employees often develop an emotional connection to their job and company, and will be focused on working toward their organization's goals. Despite the fact that businesses may interpret employee engagement to suit their own needs.

Maslow's Hierarchy And Employee Engagement

As you can see from Maslow's concept, each of the five needs are important and are meant to chart the course of a person's development.

The same notion can be used to comprehend employee engagement and the importance of maintaining hierarchy levels.

From the perspective of employee engagement, Maslow's theory is pertinent. Using this psychoanalytic perspective to discuss employee engagement is intriguing.

Maslow explains the importance of physiological demands on the first level. and how necessities like food, drink, and shelter are crucial for survival as well as for healthy human development. The compensation that enables workers to maintain their standard of living and achieve financial independence is one of their essential needs in a job. Their health and wellness are likewise driven by these needs. To advance to the next level, employees must first satisfy this requirement.

The next step is having secure employment and a solid work environment. If they do not meet these security criteria, the employees won't be happy with their positions. Employees would like to feel protected in their employment and unaffected by the ambiguity of the labor market.

Employees need a sense of belongingness when the first two important employee requirements are satisfied. These demands are met by helpful managers, cooperative coworkers, and a positive work environment.

Employees seek recognition for their efforts in the fourth step of the process. For them to remain involved, fulfilled, and to satisfy their need for respect, they need to feel appreciated by their coworkers and like they have accomplished something.

Employees that are self-actualizing at this level desire to advance their careers and become authorities in their industries. This level increases their capacity, enabling them to inspire and lead others.

But is this theory still relevant and applicable in 2022 when the global workforce is going through a crisis due to the COVID19 pandemic?

Since I work in HR, I have come up with a few ideas to deal with the hierarchy of employee involvement after the epidemic.
Encourage individuals to lead healthy lifestyles via corporate health applications, employee support programmes, and digital mental wellness solutions.
Holding brief, informal sessions with the staff and constantly communicating in a generic way.
Digital platforms for rewards and recognition must be implemented immediately to address this problem. For employees who work remotely, the digital recognition tool raises their spirits and maintains the feedback culture. And giving people who are at work baskets and treats.
Employers can encourage self-actualization by giving remote employees access to online learning resources. Strong teamwork and communication tools are also essential for meeting this need.

We at Lucent Innovation try to implement this in order to be there for our team emotionally as well as promote a healthy work life balance. We have tried to become more global, more diverse, and made a great place to work by challenging the team to grow with us.

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