This assignment is aimed to answer the question 2. Firstly, employ engagement will be explained and the engagement drivers account by Aon Hewitt (2012) which help organizations on engagement will be demonstrated. Within the drivers, description of how internal communication can help employee engagements within organization will be provided. And lastly, the challenge which internal communication would face in employee engagement will be carried out. The intention of this essay is to examine weather internal communication is important to employee engagement. Three effective employee engagement examples of Tesco, Rolls-Royce and McDonald’s regarding the internal communication will also be provided in this article.
2. WHAT IS EMPLOY ENGAGEMENT?
Employee engagement is a concept that has been researched and developed over many years. However, employee engagement has been defined in many different ways. According to Ruck (2012), there are three waves of the evolution of engagement. The second wave happens between year 2000 and 2005, Robinson et al. (2004) describe the term as that in order to improve both job and organizational effectiveness, a positive attitude of employee towards the organization and organizational values is necessary. In this phase, the importance of establishing an environment which allows employees to become engaged is also emphasised (Ruck, 2012). The final wave is proposed in 2006 by Saks who suggest the concept to extend to job engagement and organizational engagement.
The term of employee engagement has been a widely used and became popular (Robinson et al., 2004), and it matters now more than ever (Aon Hewitt, 2012). In the recent years, employee engagement can be seen as a designed approach...
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...n order to have staff engage effectively.
A successful employee engagement involves a number of things and need to get them right, including internal communication, involvement in company decisions, benefits, worker’s recognition, and career opportunities and so on. Yet, communication is more important and aims at having employee engage effectively with connection, consistency and commitment in massages which put the employee at the centre of the organization. (Aon Hewitt, 2012). Moreover, according to the study of Jelf Employee Benefits (2013), poor internal communication means negative engaging impact of employees. Nowadays, it becomes more crucial to have the new role of internal communication delivery right. However, there are still opportunities for organizations to put internal communication in the centre stage and lead to engagement workplace.
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