HR Matters - Spring 2014 - (Page 28)
By Mike A. Cuma
Mike A. Cuma is an executive-level
human resources and labour relations
professional, with over 30 years of
experience. Mike serves as Pinnacle's
Vice President of Human Resources and
Labour Relations. He may be reached at
From our own experiences, we
know that when we feel committed
to our organization, we are willing
and prepared to put forth greater
* Spring 2014
hat can make all the difference in the success of a
company? The workforce the people who are the company. Time and again, research has shown
that employees who are engaged significantly
out-perform work groups that are not. To gain
competitive advantage where employees are
the key differentiators, employee engagement
is the ultimate goal.
What is Employee Engagement?
Seasoned leaders and human resource specialists can visit a workplace and quickly spot
the tell-tale signs of a workforce that is not
engaged. The signs are obvious and easy to
spot. Some of the indicators might include poor
housekeeping, unsafe conditions, unrepaired
damage to equipment and facilities, vandalism, evidence of frequent product rework or
rejection due to quality deficiencies, and the
appearance of a lack of overall order or neglect.
Other indicators may not be readily apparent
during a limited workplace visit, such as poor
product or service quality, employee absenteeism and turnover, high frequency of workplace
injuries, limited communication and in the worst
cases, workplace conflict. Ultimately workplaces with low levels of employee engagement
are easy to spot.
Employee engagement, however, is not simply about the absence of apparent workplace
dysfunction or disorder. The Conference Board
of Canada defines employee engagement as
"a heightened emotional connection that an
employee feels for his or her organization, that
influences him or her to exert greater discretionary effort to his or her work."
In short, it's about the extent to which
employees care about and are committed to
the success of the organization.
Why Does Employee Engagement Matter?
Ask people who have been in the workforce for
a number of years about the best organization
they have worked for. You will hear statements
like, "we all gave it 110 per cent and we felt
good about what we accomplished," "my efforts
were recognized and appreciated," and "I felt
good about the company and what it stood for."
From our own experiences, we know that
when we feel committed to our organization,
Table of Contents for the Digital Edition of HR Matters - Spring 2014
HRMAM Chair’s Message
Upcoming HRMAM Events
HR Special Event: Excellence in Leadership Awards Recipients
Learnings from Our Governance Review Retreat
Building an Effective Safety Culture
HR & Business: Hiring Foreign Workers? Take the Right Steps
HR & Business: Finance-led Capitalism, Pensions, and Financial Crisis
HR Review: The Respect Effect
Workplace Bullying: Do You Have Honest and Strong Boundaries?
HR & Law: Just Cause Under The Employment Standards Code: Have You Got What It Takes?
The Pursuit of Employee Engagement
HR Movers and Shakers
HR Matters - Spring 2014