Path to Successful Employee Engagement
Employee engagement is based on two
significant factors; it can be described as two sides of a coin; on the one
hand, it provides opportunities for the employees and the other hand, it is a
challenge; therefore employee engagement must be developed and nurtured under a
mutual understanding among the employer and employees (Rana and Chopra, 2019).
“a series of actions and steps that require the input and involvement of
organizational members and consistent, continuous, and clear communications.”
Communication seems to be paramount to both concepts and employee involvement
requires information flow, trust, and arguably effective problem solving”
(Swarnalatha and Prasanna, 2013)
To build a strong employee
engagement as the initial step, it is necessary to build a wide engagement
strategy that includes a survey as it is important to get insights and
suggestions from the employee's leadership and other stakeholders as it can
positively affect the growth of the organization(Developing an Employee
Engagement Strategy, n.d.).It has been said that the management of a successful
leader is a critical factor when it comes to employee engagement; under good
leadership, employees tend to be innovative, demonstrate initiatives via
proactive and look for more opportunities in order to exceed the expected
standard performance (Stoyanova and Iliev, 2017).
Google has approached a new way of
enhancing employee engagement within the organization, Google shares
just-in-time emails its managers in Sundays prior for recruits starting the job
in order to remind the managers that managers need to facilitate these new
recruits with a mentor so new newly joined staff will not be isolated,
Organization influence its managers to take over these responsibilities by
providing academic citations that show the power of the mentorship, according
to the studies new recruits that come under managers who follow these step tend
to be 25% more fully effective than the one who does not get a manager does not
follow mentorship program (Stein, Hobson, Jachimowicz and Whillans, 2021).
I am attached to a leading
telecommunication service provider In Sri Lanka. It has one of the largest
customer service departments in the country and the recruitment process and
training process has been built to cater for the new joint staff in a
welcoming and approachable manner. Usually, there are batches of new
recruitments, and each batch is being allocated to one particular manager in
order to take responsibility for the needs of these new recruits. New recruits
are being encouraged to solve any concern they have with the process and
products through this manager. The further manager is responsible for finding a
senior member to train these freshers. Through this process, the organization
intend to create a strong engagement so new recruits will not feel isolated,
and will feel comfortable planning their career ahead.
Communication can be shown as one of the key
elements that keep the employees energized and focused, and productive as
knowing the relevant information keep employees involved, this can be
accommodated by developing internal communication with the human resources
department; ultimately, having strong communication will help to sustain a
long-term success as an organization (Mansoor and Hassan, 2016).
Origination I work for has a
significant number of employees (more than 3000) as a telecommunication
origination it is important to keep all the employees informed about the
changes and new initiatives. Company HR is approaching this in a different manner
than the typical origination as the company has started to use social media
platforms to keep the employees informed about the certain changes taking
place. However, origination always provides a high priority of keeping the
employees informed via emails. This has been proven to be effective as at the
end of each month there is a monthly exam based on the information shared by
the origination and employees usually score well in the same.
In conclusion, to have a successful employee
engagement it is really important to have strong communication between
employees and employer furthermore strong leadership always complement a
successful employee engagement.
Reference list
Mansoor,
F. and Hassan, Z., 2016. Factors influencing Employee Engagement: A study on a
Telecommunication Network provider in Maldives. [ebook] Available at:
<https://www.ftms.edu.my/journals/pdf/IJABM/Apr2016/50-64.pdf> [Accessed
29 November 2021].
n.d.
Developing an Employee Engagement Strategy. [ebook] Available at:
<https://www.shrm.org/foundation/ourwork/initiatives/resources-from-past-initiatives/Documents/Developing%20an%20Employee%20Engagement%20Strategy.pdf>
[Accessed 29 November 2021].
Rana,
S. and Chopra, P., 2019. Management Techniques for Employee Engagement in
Contemporary Organizations. [ebook] Available at:
<http://file:///C:/Users/User/Downloads/Developing-and-Sustaining-Employee-Engagement_-The-Strategic-Perspective-in-Telecom-Company.pdf>
[Accessed 29 November 2021].
Stein,
D., Hobson, N., Jachimowicz, J. and Whillans, A., 2021. How Companies Can
Improve Employee Engagement Right Now. [ebook] Available at:
<https://www.hbs.edu/ris/Publication%20Files/How%20Companies%20Can%20Improve%20Employee%20Engagement_88b8244d-e0e2-42dc-97d8-172a6ad4f876.pdf>
[Accessed 29 November 2021].
Stoyanova,
T. and Iliev, I., 2017. Employee engagement factor for organizational
excellence. [ebook] Available at:
<https://www.econstor.eu/bitstream/10419/185656/1/v10-i1-p23-29-organizational-excellence.pdf>
[Accessed 29 November 2021].
Swarnalatha,
C. and Prasanna, T., 2013. Employee Engagement and Change Management. [ebook]
Available at:
<https://www.ijbmi.org/papers/Vol(2)6/Version-1/A02610106.pdf> [Accessed
29 November 2021].
Hi Surangi, the way you approach the topic is excellent. I agree with the argument that you have emphasised. Feeling engaged is good for workers. Happier, healthier, more fulfiled and motivated employees drive organisations with higher performance. Employee engagement has positive relationships with other business metrics, including customer satisfaction, productivity, innovation, staff retention, efficiency, and health and safety performance (CIPD, 2021). Employee engagement impacts the positive employee feeling about the organisation and its values with positive attitudes (Robinson et al, 2004).
ReplyDeleteyes, true, according to the Robinson et al. (2004) define employee engagement as “a positive attitude held by the employee towards the organization and its value. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. The organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee.”
DeleteHi surangi, agree with you, adding to your points, the employee engagement is crucial in achieving organizational success. engaged employees are emotionally attached to their organization and highly involved in their job with a great enthusiasm for the success of their employer. going extra mile beyond the employment contractual agreement. also special attention should be provided in encouraging employee engagement within organizations(Markos & Sridevi, 2010).
ReplyDeleteI agree with your point and according to the Mone and London (2010) employee engagement is a condition of an employee who feels involved, dedicated, dynamic, and empowered and demonstrates those feelings in work behavior It is thus the level of commitment and involvement an employee has towards their organization and its values. The organization must develop and nurture engagement, which requires a two-way relationship between employer and employee.
DeleteHi Surangi, agreed with your points. Employee engagement is seen as a motivational factor towards organization’s achieving its objectives. The good environment that is offered to the worker enables him to offer the best that the organization needs for its achievement of goals and objectives (Paluku, 2016).
ReplyDeleteI agree with your point and, Organizations are increasingly being responsible for providing a good and healthy work environment that can help support employees performing their duties, a supportive work environment can increase the degree of employee engagement, which in turn, makes them more attached to their roles (Judeh,2020)
DeleteAgree with you Surangi. Boss (2014) proposed three things for leaders to do to create, improve, and retain employee engagement to the company: leaders must be effective in providing guidance and instruction to employees; leaders must communicate the company's vision, mission, strategy, and policy as well as its impact on employees; and leaders must explain the background of his decisions.
ReplyDeleteIt is a valid point, Employees need to feel that the core values for their companies are unambiguous further successful organizations show respect for each employee’s qualities and contribution regardless of their job level. A company’s ethical standards also lead to the engagement of an individual (Patro ,2013)
DeleteHi Surangi, agreed your points and adding to that engaged employees contribute to the economic health of their organization in ways that other employees do not. Employees who are engaged are more likely to stay with their organization reducing overall turnover and the costs associated with it. They build stronger relationships with customers , helping their company increase sales and profitability(Cummins,2014)
ReplyDeleteI agree with you and adding more points for the same Shukla and Sinha (2013), observe that when an employee is engaged in a low-wage position with insufficient benefits, there is little or no motivation to continue if a comparable employer offers even a slightly higher rate of pay
DeleteWell explained Surangi. Staff engagement affects business growth. A highly engaged workforce has been shown to improve productivity, reduce turnover and increase profitability. A thorough and thoughtful employee engagement strategy is essential for long-term success (Gallup, 2017). Further according to Gallup (2017), employee engagement can be improved by delegating responsibilities to the right individuals.
ReplyDeleteI do understand your point adding more points for the same, Career development is one of the fundamental factors that employees look for in outcomes, such as lower intention to turnover and higher productivity, which are similar to those resulting from employee engagement (Macey and Schneider, 2008)
DeleteWell said Surangi. Employee engagement as an "engine" in talent management drive draws its resilience from the effectiveness of various environmental factors from within and outside an organization (Maniam Kaliannan,2015).
ReplyDeleteYes, you are correct; talent is an automatic quality possessed by few people who can make a significant difference to current and future company performance, which is equal to the competencies of a person that needs to be explored for the competitive advantage of the organization (Mohammed, 2015)
DeleteWell explained Surangi, It is vital to enhance employee engagement in this decade workforce because high employee engagement can improve productivity, profitability, customer focus, and other positive impacts (Siddhanta & Roy, 2010).According to Reilly (2014), In addition there are five methods to improve the employee engagement,
ReplyDeleteUse the right employee engagement survey.
Focus on engagement at the local and organizational level
Select the right mangers
Coach managers and hold them accountable for their employee engagement
Define engagement role in realistic
Businesses are resisting for increasing their performance, market share, competitive advantage and sustainability of business in a cut-throat competition moment, and managers have been struggling with numerous challenges of turnover, low productivity, conflicts, and low motivation of their employees ( Rana and chopra, 2019)
DeleteIt is important to know the level of engagement of employees in an organization to develop a strategy to increase engagement. There are many tools available to measure job engagement, as listed below (Turner 2019). The choice of the most effective scale will vary based on the decision maker's preference (Khodakarami et al. 2018). However, before measuring the level of engagement, organisations need to have engagement goals and benchmark them against them, such as Turnover Rate and Employee Net Provider Score (eNPS).
ReplyDeleteKhodakarami, N, Dirani, K & Rezaei, F 2018, 'Employee engagement: finding a generally accepted measurement scale', Industrial and Commercial Training, vol. 50, no. 6, pp. 305-11.
great insight, adding to your points, Job satisfaction is defined to be whether employees are happy and fulfilling their needs desires and at their works; Employee internal satisfaction reflects on several measurements like employee motivation, dedication, and goal achievement (Mete et al., 2016)
DeleteWell explained Surangi, there are several other drivers that can be implement in order to improve the engagement of the employees as such fairness and safety, relationship with managers and sub ordinates, learning and development of the employee, the working environment will also help to successfully conduct the engagement process (Ahakwa, Yang, Tackie and Atingabili, 2021).
ReplyDeleteyes I agree with your point. further to your comment, identifying employee engagement as a multidimensional construct specified perceived supervisor support, rewards and recognition, procedural justice, distributive justice and perceived organizational support as the predictors of employee engagement (Saks, 2006)
DeleteHi Surangi, interesting observations. echoing the same, Robinson, Perryman and Hayday (2004) have point out engagement occurs when employees feel that they are of value and that they are included.
ReplyDeleteAccording to Anitha(2014), Researchers defined employee engagement as the level of commitment employees have toward their organization and its goals.
DeleteHi Surangi agreed with your argument Jenkins and Delbridge (2013) proposed it was possible to distinguish between hard and soft management approaches to enhancing engagement. In their case studies of two companies, one adopted a soft approach that centered on work design and promoting positive workplace conditions and relationships between management and employees. Enhanced employee engagement was seen as a positive outcome productivity was not the primary goal. In the other case, a ‘hard’ approach concentrated on directly increasing employee effort to improve organizational performance. In the company using a soft approach high levels of engagement were reported, while in the other company high levels of employee disengagement were evident.This proves soft approach is successful path to employee engagement.
ReplyDelete