Continuing the discussion from my last post on how Employee Engagement can create business value, here I will write about how organizations can implement a range of workplace strategies to increase the levels of engagement. In this post we look at some best practices relevant to all types of organizations, though the nuances and implementation will vary from setting to setting.
Meaningful work and clarity of objectives
Having a meaningful job is the most important factor that affects levels of engagement for all employee groups. Employees, who are able to relate their tasks to a broader context and feel that they can make a difference have positive perceptions about their work. Where employees can see the impact of their work on the organization or on the customers or on society in general, the level of motivation and engagement are higher.
Work can be made meaningful by
Assigning jobs to individuals based on their ability and attitude.
Communicating to the employee how the job adds value to the organization and fits into the overall objective of the organization.
Senior management communication style and vision
Senior Management can achieve higher levels of engagement by linking the desired organization outcomes to measurable performance drivers. The manner in which a firm’s management structure the organization, shape up the culture and people practices, and create incentives for their employees defines the firm’s ability to use its people to differentiate and compete.
Communication from senior management about organization’s vision and objectives helps employees to understand the overall purpose of the organization and see a bigger picture in their daily work.
Employees’ level of engagement and other work responses are affected by their perceptions of management style. Read more
What prompted me to write this post was a discussion on a Linked In group about the role of ‘Chief Inspiration Officer’ in an organization in inspiring employees and creating an engaged workforce. The fancy title caught my attention and I followed through the discussion. As always, the discussion had people with different viewpoints. While some thought that this is absolutely the ‘wave’ of the future, others were not very optimistic about the prospect for such a title. However the objective of writing this post is not to elaborate on the role of ‘Chief Inspiration Officer’. I will instead talk about the need for employee engagement at work.
It is a well accepted and often reiterated statement that for any business to be successful, it should be able to successfully execute its business strategy, not only once, but over and over again. To be competitive in the long run, every business needs to repeatedly do something that appeals to its customers. It also needs to possess some unique resources that continue to give the business an edge over its competitors. Such competencies and resources that are valuable, rare and inimitable render a sustained competitive advantage to an organization.
Though most organizations claim that their people are the source of their competitive advantage, but we know for a fact that only a few organizations succeed in effectively leveraging the intellectual capital and unique abilities of their employees to achieve extraordinary results. Creating and delivering value on a sustainable basis, calls for the presence of engaged workforce in an organization.
What does ‘Employee Engagement’ mean?
Employee engagement is defined as: ‘employees willingly contributing to the work while putting in intellectual effort, experiencing positive emotions at work and making meaningful connections to others at the workplace [[i]]. Read more