Employee Engagement

A survey by Glassdoor states that 53% of employees are confident enough to get a better job within six months if they quit their current job. If an organization did not find a way to effectively engage and retain the best resources, it will lose both the resource and the business as well.

What is Employee Engagement?

Employee Engagement can be defined as a workplace culture which makes employees to develop real commitment to their organizational goals, its objectives and values. In other words it is a method which can improve an employee’s feelings and emotional attachment to the company, their roles and responsibilities. An organization should know how to inspire its workforce and reward their efforts

Company Cultural Fit:

To build a strong employee engagement relationship one should find the best resource for the available job. During interview itself the HR manager should explain about the organization culture and check if the resource is ready to adjust with it and learn to grow with the culture. To make a candidate to stay committed to the culture, we need to continuously communicate company values to employees.

HR Staff plays a vital role in promoting engagement by creating a culture to recognize and reward employee’s hard work. Engagement surveys can serve as a valuable tool in finding where employees stand when it comes to performance, and recognizing employees regularly can provide a general good feeling at the office, as well as motivation for other employees to improve their performance. HR staff should encourage employees to show appreciation for their co-worker’s contributions in order to create better personal as well as working relationships in day-to-day business. Through various measures, initiatives, and approaches, employee engagement encourages all members of a company to put their best foot forward, day in and day out.

How to create an Engaged Organization:

Organizations should find a true purpose to engage its employees. It is a written statement that clearly communicates to your team what your company does, who for, and why. If we can able to create a true engaged team, it will automatically bring in engaged customers.

An organization should be keen enough to conduct employee engagement survey once in a year. It should also show that the engagement is a permanent focus and not just a passing trend. Leaders need to be clear and intentional about their commitment to improving engagement and supporting the well-being of their employees. If your employees believe the new engagement program is just the fad of the moment, you run the risk of disengaging them further.

Organizations should listen to its team and provide them with a safe environment and mechanism that enables them to provide insights and feedback confidentially and anonymously.

Once you get a feedback use that employee engagement survey report to identify some simple actions you can take to show that participation does, in fact, create change. You’ll get the momentum you need to go after longer-term action plans.

Conclusion:

In the present scenario employee engagement is very crucial. It has become one of the prime factor that an organization worth to spend time on to the employee. If any organization fails to work towards it, the real progress will get hurt very badly in the long run.