EMPLOYEE ENGAGEMENT - is your company working in the right direction?

 

EMPLOYEE ENGAGEMENT IS A C-SUITE ISSUE

Over the past few years, there's been much written about employee engagement . What it is, what it isn't, is it important and (assuming it is) how do you get it? However the notion of employee engagement is simple. Individual contribution of employees (including managers and leaders) in the workplace is very much influenced by the strength of their respective emotional connection to their employer. The stronger and more positive that connection, the more likely it is that the employee will give their best effort - in fact, go the proverbial "extra mile" - for the sake of their organization. While the vast majority of recent experiences  supports this idea, capitalizing on it requires a very disciplined strategy of measurement and response, as well as a long-term commitment of resources and talent. More significantly, it may also require some organizational soul-searching.

 

At its core, employee engagement is based upon the basic concept of reciprocity. The employer works to create a work environment that is so emotionally satisfying and rewarding for employees, that it literally invites them to become similarly invested (engaged) in its long-term success. Like the any sport like cricket or football, it is conceptually simple to grasp, but not necessarily easy to execute well. One of the challenges is that emotional connections can be difficult to measure and are prone to shift (in some cases quickly) in response to changes in the work environment. More confounding is that these relations are typically forged one employee at a time, yet are influenced by multiple variables (reporting manager relationships, organizational mission and values, workload, peer relationships, etc.). Add to this the cost/resource challenges created by the recession  or business cycles facing the industry employee engagement  as a business improvement initiative  can quickly become a "nice to do" for better times.

WHY EMOTIONAL ENGAGEMENT IS IMPORTANT?

¨     In times of economic doom and gloom, employees lose confidence and become fearful about the organization's future. If there have been staff redundancies within an organisation or targets aren't being met, there can be a downward spiral effect on employee productivity which can further eat into organization performance. However, when employees are emotionally and psychologically engaged with an organisation, it will perform more effectively. This has a flow on effect as employees become even more engaged. People take stronger ownership when they're involved in the organization's improved performance and future development. They also become more enthusiastic and supportive about what's happening in their work environment. They Bring a consistently higher level of commitment, creativity and energy to their jobs

¨     In creating a culture of service, performance, and operational excellence, employee engagement is the key that unlocks the door to customer loyalty. Unfortunately, the leadership skills needed to create an environment that fosters employee engagement, motivation, and trust are often elusive in many organizations.  In an environment of high engagement people can rightfully say… "I feel as though I make a difference. My job allows me latitude to make decisions and implement them in order to get the job done. At the end of the day I can look back and see what I have been able to accomplish with a great feeling of satisfaction."

 

CUSTOMIZE YOUR INITIATIVES TO YOUR UNIQUE CONTEXT

Please note that every organization is different. There is a crying  need to fine tune their engagement initiatives. employees in different demographic groups feel differently about what's important to be emotionally engaged with their employer. Three key differences are … career stage; employee gender and tenure of employment within an organization need special attention and appropriate action.

Career starters are more engaged emotionally through:

·         professional support by their immediate manager

·         organization communication about its direction

·         organization values and behaviors that they support

·         organization commitment to improving operating systems

·         organization commitment to high performance

·         6.     organization focus on team performance

·         Employees with more established careers are more engaged emotionally through:

·         ·        trust and respect for their immediate manager

·         ·        high performance standards for the organization

·         ·        understanding how organization strategies are met

·         ·        fair HR policies and procedures

·         ·        their organization reducing risk and acting responsibly

·         New starters are more engaged emotionally through:

·         ·        the relationship with their immediate manager

·         ·        effective communication in the organization

·         ·        organizational performance

·         ·        a customer service culture within the organization

·         ·        the organization reducing risk

·         Longer serving employees are more engaged emotionally through:

·         ·        the organization's long term strategies and aims

·         ·        HR policies and practices

·         ·        plans and projects for organizational  long term success

This is not an exhaustive list or a one lasting solution ….  EMPLOYEE ENGAGMENT is a moving target. Creativity & innovation ( a buzz word) today is needed also in employee engagement… Remember what Peter Senge mentions  in The Learning Organisation”… what is the best today will be common-place tomorrow…”

 

GIVE ME YOUR FEEDBACK… we could have a compendium of best practices of Indian companies… To know how they  invent & reinvent ways to delight their employees.

 

with best compliments

Dr Wilfred Monteiro

www.synergymanager.net