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Employee Engagement - Is Your
Employee Engaged?
No we are not talking about the engagement
where the employee is to get married. We are taking about the engagement,
which determines the psychological commitment of the employees to the
assigned task. It means that how well an employee relates himself to
his work, how much dedicated the employee is towards his work and so on.
Various researches have been conduced in the past and all of them have one
thing in common that if an organization wants to sustain in the long run
then its really essential for it to have an engaged workforce. Employees
feel engaged when they find personal meaning and motivation in their work,
receive positive interpersonal support, and operate in an efficient work
environment. All efforts are made on maximizing employee output and making
the most of organizational resources. An engaged workforce takes an
organization to great heights.
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Employee Engagement Begins from Day 1
Research has proved that employee engagement begins from day one.
Preparing employees for their new roles and communicating how they can
help the firm meets its goals can go a long way toward determining whether
new employees ultimately succeed. The main requirement is to focus on
improving communication, both to managers who do hiring and to employee's
themselves. Thus for this their should be structured inductions.
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Organizations seeking ways to build a
motivated, satisfied and engaged workforce should start by putting in
place structured and well-planned orientation programmes for their new
employees.
First of all lets clear off our perceptions between the satisfied
workforce and the engaged workforce. A person who is engaged may not
be satisfied while a person who is satisfied may not be engaged. There's
lot of difference between an employee being satisfied and employee being
engaged. An employee may be satisfied with the
facilities that he is getting and that would be sufficient enough to
continue with the organization. On the other hand an employee may be 100%
engaged to his work yet may not be satisfied one of the reason could be
that he does not have a supportive boss.
Engagement is linked
to three essential forces in the organization - Attrition, Productivity &
Profitability
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Attrition is the number of people
leaving the organization and it's a well-known fact that is one of the
major problem being faced by the organizations be it any sector. An
engaged workforce definitely has less chances of leaving the organization,
a person who is engaged in his work is likely to stick to the company as
he offers his best and as result of which the organizations takes due care
of him in the form of hike in salary by way of incentives and bonus.
Attrition is likely to come down in the organization, which have engaged
workforce and this will get in the likely benefits for the organization. |
Productivity is the output of the workers in the form of work done
by them its not the quantity that matters it's the quality that is of
importance for the organization. An engaged workforce has an understanding
of what is expected of them at work so thus they are able to carry on
their task effectively and efficiently thus adding to the productivity of
the organization and thus adding to the growth and success of the
organization.
Profitability is the ability of a company to earn a profit. It is a
relative measure of success for a business. Research has proved that an
engaged workforce is likely to result in an increase in the profitability
of the concern as they have complete dedication and commitment to their
work and thus this is likely to result in an increase in the profit of the
concern and thus ensuring the success of the organization.
The organizations now days take all reasonable steps to ensure that they
have engaged workforce like organizing birthday bashes, talent shows,
sports activities and many other things. They want their employees to be
committed to their work fully besides all the above activities they also
make sure that the employees have role clarity, get all the material and
equipment they require to perform their work efficiently etc.
The employee must feel that there is somebody in the organizations who
cares for him and wants his success and growth. In all this we
referring to the 12 questions that Gallup uses for studying the engagement
level of employees in the organization.
Gallup is an
organization that studies the engagement level of the employees.
1. I know what is expected of me at work.
2. I have the materials and equipment I need to do my work right.
3. At work, I have the opportunity to do what I do best every day.
4. In the last seven days, I have received recognition or praise for doing
good work.
5. My supervisor, or someone at work, seems to care about me as a person.
6. There is someone at work who encourages my development.
7. At work, my opinions seem to count.
8. The mission or purpose of my company makes me feel my job is important.
9. My associates or fellow employees are committed to doing quality work.
10. I have a best friend at work.
11. In the last six months, someone at work has talked to me about my
progress.
12. This last year, I have had opportunities at work to learn and grow.
Thus if you want the success of your
organization and see it reaching great heights all you need is an engaged
workforce, i.e. all you need is justifiable answers to the above 12
questions.
Contributing Writer: Nidhi Gulati is doing her
mba from IMED (BVP), Pune and is currently pursuing her summer training with
Airtel. She has written an article on talent management which was
published in Indian express.
Email: nids_09_02@yahoo.co.in
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