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How to boost employee engagement: Bring Social Exchange Theory into the office - The Decision Lab
Source: thedecisionlab.com
Article summary:
1. Social Exchange Theory (SET) suggests that employees choose their commitment level at work based on their perceived support and community from their employer.
2. Disengaged employees cost $7.8 trillion USD worldwide in lost productivity, and 79% of the global workforce is disengaged.
3. Employers can use Social and Emotional Learning (SEL) and internal social media to increase employee engagement by providing value to the social and emotional exchange between employers and employees.
Article analysis:
The article “How to boost employee engagement: Bring Social Exchange Theory into the office” is a well-written piece that provides an overview of how employers can use Social Exchange Theory (SET) to increase employee engagement. The article is written in a clear, concise manner that makes it easy for readers to understand the concepts discussed. The author also provides references for each claim made, which adds credibility to the article's content.
However, there are some potential biases present in the article that should be noted. For example, the author does not explore any counterarguments or alternative solutions to increasing employee engagement other than SET and SEL/internal social media usage. Additionally, while the author does provide evidence for their claims, they do not provide any evidence for potential risks associated with using these strategies or any potential drawbacks of using them as solutions for increasing employee engagement. Furthermore, while the author does mention that SEL training should not be mandated for non-managerial employees, they do not provide any further information on why this might be beneficial or detrimental to employee engagement levels.
In conclusion, while this article provides a good overview of how employers can use SET and SEL/internal social media usage to increase employee engagement levels, it could benefit from exploring alternative solutions as well as providing more evidence regarding potential risks associated with these strategies and possible drawbacks of using them as solutions for increasing employee engagement levels.