The term ‘employee engagement’ is
an evolved version of ‘employee satisfaction’. While satisfaction refers to
‘contentment’, engagement refers to ‘commitment’ and the drive to go beyond the
call of duty to work towards organizational goals. We all know the importance
of employee engagement in an organization.
Employee engagement is a positive
attitude held by the employee towards the organization and its values. An
engaged employee works with colleagues to improve performance within the job
for the benefit of the organization. Today, management must work to develop and
nurture engagement, which requires a two-way relationship between employer and
employee.
Employee Engagement starts right
at the selection stage by choosing the right fit, for the right job, at the
right time, giving a realistic job preview & conducting strong induction
and orientation program.
Below I have mentioned few bullet
points on latest employee engagement trends.
1. Picnic at intervals on a
regular basis( yearly once or twice).
2. Movie plans.
3. A every-day column on the
intranet with announcements / programs of the company, written by CEO,
4. Use an overhead paging system
to update information. The system can recognize employees based on business
achievements
5. Suggestion systems / quick
responses of employees.
6. Replay on the intranet about
the president’s / CEO’s press conference.
7. Along with employee's
birthday, anniversaries & years of completion with the company can be
celebrated.
8. CEO spending time
communicating face to face with employees.
9. Implement training programs on
soft skills and other required training programs.
10. Indoor Games as well as
Outdoor games, like Chess, Cricket, Badminton etc.
11. Organize award ceremonies for
deserving employees.
12. Write blogs every week on
serious issues related to business and ask employees for
reading/recommendations.
Now, let us see some crucial factors which act
as barriers to employee engagement.
Often organization’s policies
& rules, culture & practices may disengaged an employee which can
hamper employees, customers, stakeholders & ultimately the organization’s
financial success. Poor induction, lack of training & development programs,
blurred job roles & career path, deficiency in transparency within the
organization, unequal opportunity scope, job dissatisfaction & lack of
co-operation from the team, subordinate or managers are some of the importance
barriers to employee engagement within the organization. Another barrier may be
stress levels in the workplace which has increased substantially due to the
pressures of competition & technological change in this fast paced world.
Stressed employees are likely to be less engaged and less productive in the
workplace. The HR along with the management can convert actively disengaged
& not engaged employees into engaged employees.
Questions to Determine Employee Engagement
1. Do you know what is expected
of you at work?
2. Do you have the materials and
equipment you need to do your work right?
3. At work, do you have the
opportunity to do what you do best every day?
4. In the last seven days, have
you received recognition or praise for doing good work?
5. Does your supervisor, or
someone at work, seem to care about you as a person?
6. Is there someone at work who
encourages your development?
7. At work, do your opinions seem
to count?
8. Does the mission/purpose of
your company make you feel your job is important?
9. Are your associates (fellow
employees) committed to doing quality work?
10. Do you have a best friend at
work?
11. In the last six months, has
someone at work talked to you about your progress?
12. In the past year, have you
had opportunities at work to learn and grow?
Key employee engagement outcome
metrics
- Employee retention
- Branding
- Company performance
- Customer satisfaction
- Profitability
Hope this information will be useful for
aspiring HR professionals.
Have a wonderful Day!
Nazneen
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