Improving Employee Engagement

Employees are one of determinants to bring a company reaches the goals. In working, happiness and satisfaction are not enough to create best outcomes. Employee might be happy and satisfy in works, but it is possible that they are not productive. Employee should give something, which is not only limited in the contract, called engagement. PT. Suwanda Karya Mandiri (PT. SKM) is one of private-owned company as a consultant engineering in Indonesia operated in Bandung, West Java. High turnover and less responsibility in this company make the engagement of employee questionable. This research combines three theories of employee engagement from The Institute for Employment Studies (IES) Engagement Model and American Society for Training & Development (ASTD) Theory as drivers of employee engagement, and The People Metric Theory as a form of employee engagement. Employee engagement is being concerned in PT. SKM because of several reasons in the condition of employee. First, the new employee from fresh graduate when enters the company, for average they will stand for one year then out for searching the new job in other companies. It makes the company has new employee in periodically one up to three years. Second, they have less responsibility in doing job and it looked from the result and time of accomplishment. Often, much the content of documents is revised and retreated from the timeline so it causes the delay for entering the tender period. This is one reason that high possibility in making failure to take a project. Third, the condition of the CEO who has less time in the office because of high intensity of being outside in doing job, makes the management and control of the employee is poor. The poor management and control have strong relation with the cause of job accomplishment.