Rules of Employee Engagement – The world of corporate scenario is witnessing a complete change, reshaping and redesigning the way minds should cultivate to produce. This involves companies to gear for formulating and generating new rules of employee engagement
As studies suggest, broadly there are three issues in employee engagement to be addressed:
- Companies require broadening their thinking on the core concept of employment engagement. By providing the managers and leaders particular practices they can adopt and make the leaders accountable.
- Companies require adequate tools that can capture employee feedback and sentiments in their operational areas, for making an adequate adjustment in the work environment and management practices. Also are required adequate data analytical systems that can help determine the different factors that generate low engagement and retention problems.
- Managers should adopt the HR core business process in their employee engagement strategically motivated moves.
The Following Are The Employee Engagement Rules;
Employers can raise the motivation and hope of their employees by developing and enriching their skills through developing and initiating training programs. Employees who are giving their knowledge and skills are chiefly the main productive resource of the organization and so have a right to acquire intense knowledge and skills along with their performance which can act as a magic for them and the whole company. The right and adequate training and development nurture the skills, motivate them and make them feel important. They would feel they are being valued for what they are doing and the part they are playing. To get the best benefits from the training, organizations can show their commitment to their people who would be carried away and leave some people confused. They have to witness the link between where they are currently placed and where they would like to reach and how the way training can build the bridge between what they want to achieve and where they are landed.
Flexibility and space for creativity
In the organizational setup employees needs to follow rigid rules and a standard of operational that leaves no space for showing creativity and innovativeness. This is a major factor of continuous brain drain. Providing the flexible environment, building remote work, setting of non-traditional schedules, motivating them to show their ingenuity in their creations and appreciating them, you name, you can keep the employees engaged. Silicon Valley is formulating the connection between the performance, innovation and personal interactions, which is allowing space for example innovations to take place and we can see the cathedrals of creativity building up.
A report by Harvard Business Review survey of executives states “Increasing the effectiveness of the workforce was the most important means to improve organizational performance.”
All the more Google has redesigned new space to have the employees experience the chance encounters. Build in opportunities to have encounters and interactions between the knowledge workers can show much improvement in the performance.
Recognizing Office Space as a strategically oriented asset
We often see that buildings have not changed as much as the tools with which we use to have the work done. The buildings that workforce goes every day haven’t changed as much as have the tools to get work done but the changes in the design, infrastructure, to give office space for interactions and digital communications, is a big factor in retaining and employee engagement. The futuristic office has to be intricately networked with space for sharing and rescheduling of boundaries while improving their performance.
Simple up-gradation and improvement in design can improve communication systems, increase decision-making process and can accelerate brain killing environment- a mind that can go beyond the current time and location. The furniture like “Hot desking” which can be configured to have the employees perform many different tasks. CEO of Telenor, John Frederick Barsaar “considers its headquarters not a real estate but a great communicative tool”. Baksaas thinks his office is not a piece of property but a great communicative tool where the staff gets space to communicate.
The strategy, value, and features can also become a great value for them rather than its efficiency and cost. The investment on the space can be thought in the same way as we choose the e-mail service provider which has same collaborative and file transfer features. You can similarly think of the space investments.
Make the operations meaningful for Employee Engagement
To sustain the requisite level of employee engagement is needed a right job to a right man and right resources and tools. Nearly each job is changing its pattern and being transformed by technologies, and companies are looking at the ways to perform more with less. They are analyzing the work they are doing, trying to find out different ways to outsource technology and produce of the output with least expensive input. In Spite of these pressures, studies shows that when companies nourish their areas of operations with requisite resources, gives its people more autonomy and decision-making power the company is sure profited.
The idea of reducing the cost of labor to keep the budget restrained can be backfired as people get less motivated and productive. Psychologist Daniel Pink states that people are motivated by mastery, autonomy, purpose, and need. Individuals need work that allows them to leave their incredible mark. Secondly, any employee who can achieve the highest level of customer satisfaction and sales are not the ones who have attained higher grades in exams but are the ones who enjoys their work, fun loving and have passion about their work even though it is serving the customers in a restaurant. The most important of all is to allow people time to create rest and think. At Google, this policy is known as “20 percent time”. A day or a well is kept especially for creating something new and enhancing performance.
Greater Management Skills
It is about redefining the activities and duties of manager towards the employees needs. Managers provide guidance and support to the people, set the goals, provide the feedback and make the things happen. They are the lifeline of the organizations as they generate an environment for created products and offerings, serve the clients and create internal processes.
Managers have a single goal and they make sure that it is clear, transparent and profit oriented. Google, for instance, makes use of agile goal setting procedure which the company term as OKR (Objectives and key results), which was initially created by Intel. Their process of generating these goals is straightforward and impactful. Each individual from CEO to down the hierarchy level has set the scale of his objectives and measure goals and they are then asked to explain their results which can help them in monitoring their progress. Each one’s OKR is known to everybody in the department so that CEO can analyze the performances and activities going on and of what he is accountable for. This system creates alignment and employees can also know on which projects others are working and they can then measure their performance.
Companies should understand that the manager’s job is just not to manage their work but instead provide help and coaching to the people. They are rewarded for luring the best people in the company’s portfolio and retaining them for many years together. Assisting employees get the adequate training, resources, and support, is a work of management and they should be rewarded for producing and retaining talents. This is in organizational set up what is known as management culture.
The main issue as studies reveal has been a number of complaints in the delay and negligence towards the annual performance appraisal. The majority of the companies do not give value and time in performing appraisals instead the time is spent on rating and ranking, without any adequate feedback, which does not motivate the employers to give their performance. This entails a regular performance appraisal is mandatory for revising the pay scale of the employees and rewarding the higher performers.
Attention towards Simplicity
Today’s companies are trying to make the whole operational processes not a wagon of highly prolific Scholar but simple. Simplicity is a mantra that’s making a round in the corporate circle, but making simple is rather tough. Efforts are being made to discard the administrative overhead costs and focus more on cooperation, trust and autonomy. Without the support, help and empowerment the complexities and hard work intensify pressure causing the higher level of stress. Studies have found that in many companies, where there are complications and complexities in the work managers are spending 40 percent of their time in writing reports and remaining 30-60 percent in meetings, leaving hardly any time for employees lifting.
In this environment, employees feel disengaged and demotivated. Yves team generated a concept known as “Smart Simplicity” to help the employees beat the organizational complex problems and disengagements. The Smart Simplicity is helping to generate an environment where employees corporate with one another to come out with the solutions for beating complex challenges. This could reduce the complications and allows companies to become more smart and streamlined. Through simplification process employees can also feel closely associated with their operational area, their efficiency and productivity increases and they feel more satisfied. They would also, in turn, imply simplicity in their operational area to provide, best, simple and attractive products and services to satiate their customers demand.
Get a Performance-based Feedback
Provide employees regular feedback by making them understand the impact of their operations and the decisions they are making by formulating the different feedback loops. The feedback is designed in a way that makes them understand and expose to the impact of their performance. One of the basic aspects of the employee engagement is to make sure that the contribution the employee is making is valued by the organization and the impact it has on the business.
Particularly when it comes to strategies and improvement in the process the projects often take much time to develop, design and execute. The regular feedback and remarks can help employees know their outcome and build employee engagement. The survey tools, monitoring of the performance tools, sentiment monitoring software has given employees many different ways to express their feelings and provide feedback to peers and managers. Each one of them has many different ways to measure employee sentiments and feedbacks.
Reward the staff who cooperates
If you are talking of employee engagement, nothing is better than rewards and recognitions to the employees. It is about rewarding the employees who fail but are coming forward to solve the problems and overcome their failure rather than sitting back verdantly. This is a very interesting way for employee engagement as employees work as a team, they are aware of what they are doing and what they are contributing. It is a way to reward the employees who are keeping their motivation level high and showing their wit, energy and efforts in altering the complex atmosphere in their favor and for attaining productivity.
Help employees understand what they are worth of and how their decisions can make an impact. Have the employees open to challenges by removing the buffers. This enthuse the workers to work in cooperation and coordination with each other by being more focus on the goals.
After all, organizations want to increase sales, increase in profit and revenue and that would come by motivated, highly trained, sincere employees. We can suggest is the application and incorporation of the employee engagement survey. While such methods of employee engagement have been in use, yet no adequate solution is coming up. Employees are so much engrossed in the internet technologies that there is for them hardly any time and space for managerial and employee retention. Employees are also working as the free agent with their self-oriented motivated goals to shift where the suitable environment prevails. This scenario has led companies to bring in complete changes in the rules of employee engagement which demands business leaders to generate a workspace and organizations that treat employees as passionate, sensitive and creative individuals who needs to be taken care of for the corporate own best interest.
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