IMPACT OF EMPLOYEE ENGAGEMENT

Employee engagement and loyalty are more vital to an organization’s success and competitive advantage.  Since the value and contribution of every employee can never be guaranteed, organizations have begun efforts on building strong ‘employee engagement!’

There are many factors that impact employee engagement.  Some of the critical ones are:

1. The leader

All senior leaders must be role models in creating a culture and language that institutes employee engagement as priority within the organizations.

2. The champions

It is necessary to have individuals beyond the leadership group who are passionate about the concept and influencing others to consistently support the initiatives of employee engagement.  Individuals selected must have high respect of their peers and have demonstrated capability in delivering their goals.  These individuals can spark excitement within the organization and capture the hearts and minds of others.

3. Don’t care, don’t have bother

The fundamental of engagement is being and creating an organization environment that foster care.  Employee engagement requires a culture that institutionalizes the importance of having a work culture that is built around care, and it must be visible and repeated throughout all levels of the organization.

4. Open communicative environment

Every employee wants their views and voice to be heard.  No employee wants to feel that:

·         Management has something to hide

·         Their opinion doesn’t matter

·         They can’t speak-up

It is important to consistently have a true two way communication with employees.  Show them that you’re willing to listen. Encourage employees’ feedback and act or respond to their comment.

5. Empowering employees

Employees also want to feel trusted.  The organization must allow them to shine in their role.  Encourage employee to make certain decisions without seeking prior approval.  Show employees that the organization trusted them as professionals who will work to the best of their ability without anyone micro-managing every aspect of their work.

6. Recognize employees who make a difference

Employees thrive on positive feedback.  The fact that someone knew and took note of their exceptional job performance can be motivation enough to make them work even harder.  Acknowledging high achievements also encourage them to aspire to higher levels of performance.  Take time to recognize individual employees who go the extra mile, volunteer for extra task, or are active in giving back to the community.

7. Hold managers accountable

The relationship between a first-line manager and their employees has the most direct impact on engagement.  Thus, the best way to ensure that engagement is practiced is for the managers to report results on actions they’ve taken to impact engagement in their terms.

8. Become corporate sponsor

Employees’ todays are more inclined to work and serve in an organization that makes a difference either to them or the community which they serve.

Smart organizations know that happy employees stay in their jobs longer, are more participative, and reports higher levels of job satisfaction.  They also develop emotional bond with their company.  The fundamental of successful employee engagement is the believe from senior leaders that engagement can have an impact in their business and organization.

 

Shared from:

StarBiz, Tuesday 2 July 2013

Talking HR by Melissa Norman

YAY TO EMPLOYEE ENGAGEMENT!