Why Is Employee Engagement Linked To Performance Of An Organisation?
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Although the concept of employee engagement has existed since time immemorial, different people and organisations define it differently, while the purpose has mostly revolved against employees happiness and satisfaction. However, experts and studies claim that engaged employees are the ones who have well-established work ethics, are more creative, innovative and are deeply committed towards the companys goal. This overall has a positive impact and drives high performance for the organisation and its brand.
Employee engagement is a two-way commitment between an organisation and its members. It is something that goes way beyond just activities, games, and events. It is true that organizations with engaged workforce outperform their competition and hence, employee engagement is considered as one of the main drivers of performance.
Employee engagement strategies are unique to an organisation, and no two organisation work the same way. Hence, it is necessary to not only understand the workflow but even predetermine it and act accordingly. By doing this it will help leaders develop better strategies and help in building a powerful and profitable organisation.
Understand your people, their requirements and then create the strategy in such a way that it covers all the needs of the company. Detailed analysis should be done before the final implementation. Always choose whats best for your people and your organisation. It is not a mandate to follow a practice only because it is in trend. Another important aspect to remember when trying to implement engagement activities, is to visualise the change you are hoping to see and the impact it will create.
You could preach about engagement to your employees on a routine basis, but it’s going to be ineffective if you can’t prove that the Leaders and HR are meaningfully engaged.
Employee have great hobbies and interests and you will be surprised that significantly large population are in pursuit and working towards it during their weekends or offwork hours. There is opportunity for HR professionals to identify these interests beyond their official 360-degree goals and targets. For example, it will be great to identify industry programs outside your organisation such as sporting events, artist hunt events, culinary competitions, and much more to engage your employees. Recognising these interests and providing them the necessary platform is as important as typical workplace recognition.
We tend to be averse to stepping outside our comfort zones and learning new things. This kind of feeling can rise in any person of any age and gender. What matters is your commitment towards trying to make things lighter for your employees without falling into the traps of age or gender (factor) based problems. This is where fun workshops can shake things up. And moreover, this does not necessarily entail having to hunt the market for expensive coaches, you will always find great expertise within your organisation.
At the end what matters the most is to understand how your employees classify themselves or the people around them. Do they feel that they are being separated or segregated based on some grounds? Knowing your employees is the key. Once you can do that then creating strategies is going to be very easy.
Engaging employees is the crucial step in the progression of any organisation. Results in growth are always reflections of a good engagement strategy. Organizations who analyse, measure and review their employee engagement strategies on a regular basis and strengthen it will always have the capability to take the organisation to greater heights and success.
Written by –
Human Resources Intern
Nicheton Consulting LLP
MIT School of Management, Pune
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