Most organizations today realize that a satisfied employee is not necessarily the best employee in terms of loyalty and productivity. It is only an ENGAGED EMPLOYEE who is intellectually and emotionally bound with the organization who feels passionate about its goals and is committed towards its values thus he goes the extra mile beyond the basic job. Employee engagement is a powerful retention strategy. An engaged employee gives his company his 100 percent. When employees are effectively and positively engaged with their organization, they form an emotional connection with the company. Employee engagement is a barometer that determines the association of a person with the organisation. It is about creating the passion among associates to do things beyond what is expected from him.
- Choosing the right fit, giving a realistic
- job preview
- Strong induction and orientation programme
- To keep up the morale of people and drive them towards excellent performance through recognition letters, profit sharing schemes, long performance awards etc.
- Regular feedback to all people
- Communication forums like the in-house magazine, and regular surveys and conferences
- By helping to maintain the quality of work-life and a balance between personal/professional lives, there are recreational activities like festivities, get-togethers, sports etc.
- An open and transparent culture to empower its people. The result of these practices can be evident through the regular feedback from our employees collected through surveys,
Diagnostic tool for employee engagement include the following
- performance appraisals
- performance management
- equal opportunity
- fair treatment
- family orientation
- job satisfaction
- which helps to create
- feeling valued and involved which is
Factors for Higher Employee Engagement
Here is a list of some contributing factors:
- Understanding of corporate goals/mission
- Understanding of job and how it contributes to overall corporate goals
- Clear communication of goals, expectations, directions
- Job design
- Job fit
- Support and tools
- Independence & innovation
- Relationship with boss/direct reports
- Clear feedback on performance
- Learning and development opportunities
- Opportunities for advancement
- Pride in organization
- Employee input
- Employee involvement in decision making
- Work-life balance
- Workplace culture/morale
- Co-worker relationships/good team environment (enjoy colleagues)
- Fair HR practices
Measuring the Impact of Employee Engagement
SOME USEFUL COMPANY ENGAGEMENT PROGRAMS COULD INCLUDE
- A daily column, written by Directors, Chairman, on the intranet with company announcements / programs etc.
- Online real-time tracking of progress.
- Employees can view company progress towards targets / goals.
- Provide long term strategic vision for business growth.
- Employee suggestion systems / quick responses.
- Weekly blog related to serious business issues and staff to read / comments.
Questions to Measure Employee Engagement
- Do you know what is expected of you at work? •
- Do you have the materials and equipment you need to do your work right?
- At work, do you have the opportunity to do what you do best every day?
- In the last seven days, have you received recognition or praise for doing good work?
- Does your supervisor, or someone at work, seem to care about you as a person?
- Is there someone at work who encourages your development?
- At work, do your opinions seem to count?
- Does the mission/purpose of your company make you feel your job is important?
- Are your associates (fellow employees) committed to doing quality work?
- Do you have a best friend at work?
- In the last six months, has someone at work talked to you about your progress?
- In the last year, have you had opportunities at work to learn and grow?
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