Kompaso and
Sridevi, (2010) explained the strategies of employee engagement as follow,
ØStart from the
beginning – Successful and potential employee recruitment and orientation program
are given access to basic information, programs, services and other applicable knowledge about the
organization, to inspire employees and
provide them with the tools and motivation to perform and become active and
contributing.
Ø Peak is the starting point – From the top management, it should down the line with a clear vision and mission with a good practice, where the top leaders can be a sample to others.
Ø Beginning from two-way communication – When Information exchange between superior and employees, superior should give a chance to listen to the employee’s views and ideas while appreciating their input.
Ø Give Adequate occasion to progress – The desire of an employee to convince oneself that the information being presented is true or reasonable. rather than just going along with the thoughts of others, where the employees can use their lens to organize work.
Ø Proper Training Programs – Conducting a proper training program where help employees to learn specific knowledge or skills to improve performance in their current roles. Which will help to develop and focuses on growth and future performance.
Ø Having a proper Incentive scheme –It is a motivational tool designed to encourage commitment to increasing productivity while attract and retain the employees.
(Kompaso and Sridevi,2010)
The organization I work for use Birthday half
day leave as a strategy to keep the employee happy and engaged where the leave
approved by HR Manager itself. As well as Organizational manage to arrange an
employee day out with a superior, where the employee gets an opportunity to
exchange their experiences and thoughts with superior and superiors also get a
chance to admire the committed inputs the employee made. In every department and
branches, music will play with a low volume to work happier, and also
conducting proper training sessions to employees where the employee can learn
the best practice that worth to organization and employees. To appreciate the
commitment and to keep the stimulation, the organization always care to provide
proper bounce and incentive scheme by appreciating the employees' commitment
towards the organization. There are many
more activities such as birthday celebrations, picnics, Selecting Employee of
the month, Providing Gym and Yoga Facility, Providing emergency transportation
facility.
Video 1 –Further illustrates of strategies of
Employee Engagement.
When the employees are engaged
they don't just become happier they become better performers. Organization
falter in creating a culture of engagement when they solely approach engagement
as an exercise in making their employees feel happy simply measuring
satisfaction and catering to their wants often fails to achieve the underlying
goals of employee engagement. when employee engaged they become emotionally
attached to the workplace. Conducting an employee engagement survey to change
and improve organizational behaviour where organization have to share the
results and improve strategies to overcome the lapses. Front line managers
always want to make sure to carry out top-down and bottom-up communicate to
engage the employees in a better way.
References
·
Kompaso, S. and
Sridevi, M. (2010). Employee Engagement: The Key to Improving
Performance. International Journal of Business and Management,
5(12).
·
Video 1 –Kevin Kruse,2015
Hi Nayani,
ReplyDeleteAs you mentioned employee engagement directly impacts organizational success. As we are in the knowledge era, the innovation skill of employees plays a big role in succeeding company goals through gaining competitive advantage as organizations should believe that the engage employees are a leading source of competitive advantage (Sarangi and Nayak, 2016).
Hi Sithari, Thank you very much on your comment on my blog post When an employee engages in a work with a passion where the employee begins to deliver the more innovative ideas to complete the job task (Shantz et al., 2013). At any given point engaged employees tend to give more essential and innovative ideas for implementation.
DeleteI agree with comments made. According to George (2007), following 10 Cs needed for the employee engagement such as; Connect, Career, Clarity, Convey, Congratulate, Contribute, Control, Collaborate, Credibility and Confidence.
ReplyDeleteThank you Chandran for your comment, Yes as you mentioned there can be many different ways of categorizing employee engagement. Where at any categorization it is important to mentioned the beginning of the engagement, continuation of engagement and future ideas of engagement as you state.
DeleteBedarkar, Madhura & Pandita, Deepika. (2014) study highlights the importance of allowing an organisation's employee engagement strategy to learn, evolve, adopt and put into practice so that both employees and employers can fulfill their goals with mutual satisfaction.
ReplyDeleteHi Kanchana, Thank you for your valuable comment on my blog post, As you mentioned it is very important to design a job where an each employee can contribute the ideas to organization success. To achieve organization goals and employees employment goals it is essential to Design the employee duties with training and allowing them to practically use the training in practical applications (Spiegelaere et al., 2015).
DeleteHi,Nayani,
ReplyDeleteEmployee engagement is not limited to the emotional connection with the company, but it is also about being mentally motivated, and realizing that the business has the opportunity to grow.There must be trust and contact between employees and management in order to develop commitment.Employees must be able to see the value of their job and how it relates to the business for the employee to gain commitment (Business Dictionary 2017).
Agreeing with your comment Indika, According to Bedarkar and Pandita (2014), Engaged employee will ultimately support to deliver the organization objectives by increasing organization performance. To deliver the high productivity organization should link with an employee emotionally. where an employee feels being care.
DeleteAs described by Zenoff (2012), employee engagement is more important because it goes beyond events and drives the performance of the company. Once an employee is engaged he looks at the whole of the company and understands their purpose, where, and how they fit in and leads to better decisions. Organizations with an engaged workforce outperform their competition plus engagement is a key differentiation when it comes to growth and innovation. Best way to identify the organisational needs by using engagement survey
ReplyDeleteHi Sahan, Thank you for your view point in my blog post, It is not only engaged employee contributing to increase the organization performance but also where an engaged employee tends to develop the positive leadership behaviors while trust in organizations other leaders and support leaders to make a decision in an organization (Kahn,1990),
DeleteAccording to (Kahn, 1990) three psychological conditions are more attached to employee engagement like: meaningfulness, safety, and availability.
ReplyDeleteThank you Shakir for your comment, Yes adding more meaningfulness, safety and availability psychologically engaged employee towards organization where an employee become to feel to work emotionally.
Deletei agreed your important points. other strategies are also there. : Provide a Road Map for Success, Recognize Good Work, Provide a Sense of Purpose, Be Fair and Realistic, Share good practice and ideas between team, Understand individual learning styles and preferences, Employ effective group learning strategies, recruiting : design/enhance your employer brand around key engagement drivers and hire people that more likely to fit your organization
ReplyDeleteHi Radchika, Thank you very much for your comment, Most of the elements of engaged employees are a link with a level of commitment. The more employee expresses the ideas where managers should listen to the view of points and appreciate and it is important to care of employees well being and work-life balance (Robinson, Perryman, and Hayday, 2004).
DeleteI agree with the points you have made about the strategies of employee engagement Nayani. In addition, by encouraging flexibility and giving the freedom to adjust work schedules, employees tend to become happier, engaged and more productive. Moreover, as mentioned by Clarke (2019), asking for feedback in order to promote two way communication on matters involving business, is another sure way of ensuring employees are engaged.
ReplyDeleteThank you Jehan for your valuable comment on my blog post, It is important to have two-way communication in an organization where an employee can express ideas, thoughts and views point while developing leadership skillls. Appreciating the ideas and offering rewards will stimulate employees to work more efficiently.
Delete
ReplyDeleteFurther an important strategy is Having a strong feedback system where accountability should be held by managers and employees for the level of engagement shown whereas, having frequent survey which includes all factors related to employee engagement (Markos and Sridevi, 2010).
Hi Mizni, Thank you for adding viewpoint on my blog post. yes, it is important to conduct a survey where it will give a clear idea to an organization where to improve and what to improve while Organization can develop training models on weak areas and use motivation as a tool to increase the engagement.
DeleteHi Nayani, thank you for sharing the best practices from your current workplace, helpful information! Adding to the points you have discussed using the work of Kompaso and Sridevi (2010), Armstrong (2009) suggested that creating opportunities for the employees to contribute with their opinions and ideas is a critical aspect of making sure that the employee feels that they are an important part of the organization & creating an engagement culture. At my current organization, formal employee satisfaction surveys are sent out quarterly and it also consists of a few open-ended questions where the employees can share their honest opinion.
ReplyDeleteHi Nadeeranga, Thank you for sharing for your own organization experience whereby conducting a survey will help to most of the employee to deliver their own experience and it is most important because some of the employees fail to share the viewpoint and thoughts of the work by using two-way communication. Hence it is very important to conduct a survey where employees are free to communicate their honest opinion towards the organization.
DeleteI would like to add a very important barrier that affect on employee engagement. Workplace culture and behavior highly impact on employee engagement therefor,It's Human Resources Manager responsibility to create good work environment (Lockwood , 2007).
ReplyDeleteHi Sankalpa, Thank you for your comment while adding more, Human resource management plays a major role to engage an employee. from the point of creating a job until the employee resigns from the job, HR involves in many ways to engage employees. Most of the organizations are looking creating spiritual workplaces that engage the hearts and minds of their employees to have a better engage environment (Saks, 2011).
DeleteThere is greater involvement of people in the organizational success. People is one factor that cannot be duplicated or imitated by the competitors and is considered the most valuable asset if managed and engaged properly. This point has been emphasised by Baumruk (2004), in that employee engagement is considered to be the most powerful factor to measure a company’s vigour.
ReplyDeleteThank you Namal for your comment on blog post. Yes Enagement is a essential tool where by having an engaged employee is an asset to any organization. This is the reason many organization conducting different surveys even to find out the level of engagement of an employee. Organizations are investing funds to increase the engagement level of the employee to achieve the ultimate goal set.
DeleteTo make sure that employees are engaged and to enhance their performance, the HRM first need to conform to some points. As McManus and Mosca (2015) states, it is management's responsibility to gain trust, lead by example in discipline and confidence and be reliable. Seeing these commitments and productivity by the management, the employees will too enhance their performance since they will have to be on par with their superiors.
ReplyDeleteHi Sahan, Agreeing on your comment on blog post, while adding more managers should create a work friendly environment to employee where an employee feel comfortable to work. If any employee dislike the work that they engage into it is important to manager should take an action to adjust it immediately. Friendly work environment will create a better productive and better engaged employee.
DeleteSOS is an digital employee engagement platform that offers fun, interactive Online employee engagement activities and games you can play with office colleagues online and remotely.
ReplyDeleteWonderful blog! We have shared employee engagement calendar ideas to improve every day in the office and boost employee's enthusiasm and morale.
ReplyDelete