Employee Engagement versus Employee Satisfaction

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Employee Engagement versus Employee Satisfaction
Jim Kyte, Member
In recent years there was been a strong movement towards measuring Employee Engagement, yet someone who is engaged at work can be a poor performer and conversely, someone who is disengaged can be a good performer.
When someone is disengaged, all it really means is they have a life outside of their jobs. I'd rather have someone who is a strong performer with good work/life balance than a poor performer married to their jobs.
Wouldn't it be better to measure EMPLOYEE SATISFACTION instead? Happy employees generally mean good performance. Job security is an important component of measuring Employee Engagement yet I work in an industry where 50% of the employees are part-time so right of the bat, the Employee Engagement scores are going to be lower.
Again, why the focus on measuring Employee Engagement over simple Employee Satisfaction? Is this the latest fad for organizational consultants to sell? I'm not an HR professional so I'd love to hear from those that are.

Can an Employee be Disengaged AND be a Good Performer?
Mark Williams, Member
Hi Jim. Not sure I can go along completely with your thought that "When someone is disengaged, all it really means is they have a life outside of their jobs."
I know many people who have been disengaged AND had boring lives outside work too.
It really depends on your definition of 'engagement'. I see it as being involved, buying into the mission of the team or organization, bringing a passion for what you do, being committed to excellence. It opens the opportunity for good performance. I have found that disengagement can lead to dissatisfaction, and engagement to satisfaction at work. Maybe they're two sides of the same coin.
But is it possible that someone could be 'satisfied' at work (good pay, perks, pension, conditions, etc) as per Hertzberg's definition, but not necessarily totally engaged?
I can indeed imagine certain people who are disengaged may still be good performers, but only because they get other intrinsic needs satisfied at work. Their growth and development, though, is likely to suffer. 30-7-2018



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