Abstract Employee engagement is an important global issue in business practice. Scholars reveal that low employee engagement at work is a global economic problem. The negative effect of this is poor performance and productivity among employees. Therefore, it is important to understand employee engagement as a leadership practice, its implication on employees, and its effects on the success of an organization. This research is a systematic review of literature concerning the relationship between employee engagement and performance. The objective of this paper is to find out the best practices for leaders in employee engagement. This paper aims at analyzing the best practices for leaders in employee engagement, find any gaps in the body of knowledge, and recommend future research. The research conclusively presents the findings. The best leadership practices for employee engagement are divided into three; individual factors, organizational factors, and work factors. The results of the study reveal that there is a significant relationship between best practices for leaders in employee engagement and performance. The research shows that there are shortcomings in previous studies; lack of research on engagement on organizational levels or teams. Introduction People around the world don't care about work, and their leaders don't care either. Between January and June of 2018, Gallup surveyed a random sample of thirty thousand-six hundred- twenty-eight adults in the workplace, asking them questions to assess their work engagement. The results are startling, and this survey was only in the United States globally the crisis is much worse. "Gallup found that thirty-four percent of U.S. employees are engaged, fifty-three percent are not engaged, and thirteen percent are actively disengaged" (Brenner, 2019). As a result of this data, we know, "Approximately sixty percent of employers report a loss of engagement, productivity, and turnover with poor frontline leadership and twenty-five percent of organizations experience profit loss due to ineffective frontline leaders" (Wellins et al., 2013). Some organizations have figured out how to make their employees happy, which keeps the organization growing and profitable. Leaders need to apply best practices for employee engagement; more personal time to work on projects that matter to them, development in their career or private endeavors, and for their leaders to have a genuine interest in who they are as people, so they can adequately help them. Purpose Statement The purpose of this research paper is to find out the best practices for leaders in employee engagement. This paper aims at understanding the best practices that have the greatest impact on employee engagement. This paper will analyze successful business with high employee engagement as well as poor performing businesses with low employee engagement.
Problem Statement Workers around the world are either neutral or not engaged at work. "Only 13% of employees
- Summer '18
- Brett Gordon
- Management, Malcolm Baldrige National Quality Award, Engagement ring