Employee engagement is a widely talked upon topic these days. It is gaining huge importance from company managers to working employees. The degree of employee engagement is directly indicating the work satisfaction attained by its employees. Now the generation is changing and likewise demanding change with the working culture. Apart from a 10-6 job, they are looking for other factors while working like job security, informal connections, company parties, incentives, foreign opportunities, etc.
First, let us understand what is meant by the term or the feeling of Employee Engagement?
The first thing which might come to your mind may be to keep the employees busy in their task and expecting a high performance from their end. And then crediting their accounts with some pretty bucks. But it is more than that. It deals with the emotional connection which an employee feels towards the respective firm. They should have belongingness towards their work and organization. It should leave them with a sense of contentment, excitement, optimism, and gratitude.
So how can an organization, institute, or a startup practice engagement of their employees or a team in a positive manner? Here are some of the tips for the same.
We are humans and emotions drive through our blood thus, it is the foremost thing to deal with while connecting. We have to give our employees the appropriate respect and love they deserve and acknowledge their ideas and opinions. We need to decentralize the controlling system for more flexibility, and also evolve the working ethics with time. Earlier, spending time with family, saving money, being on a superior role, or pursuing hobbies gave happiness. But today maintaining a standard lifestyle, being happy in work hours, and having a friend alike work culture has taken some space too in the wishlist. Giving wings to the emotional commitment within the workforce for their organization and its goals is one of the main objectives of employee engagement.
“Good seeds yield better crops!”. It is strongly believed that if the Human Resource department does good qualitative recruitment according to their company ethics and futuristic goals then it would be very easy to deal with the candidates and even mold them if necessary. So a sharp eye must be kept on the person’s behavior, likings, dislikings, and his or her background. If good cultured candidates are hired then all the engagement policies would go smooth beforehand from their end itself.
Understanding through Observations
“Actions speak louder than words!”. That is what a senior management team with CEO, COO, or VPS needs to do. Be with the working force and analyze the very granularity of their actions, their working way, their thinking, their discomfort, or even their bonds with their fellow mates. This kind of observation then ought to be shared within the observing team meetings and an individual employee’s feedback should be generated, further a customized approach should be implied to create a better place. However, this is only possible for startups or small firms.
Team Forging Outings
It is sometimes better to go out with your team, maybe to visit clients, site seeing, or a simple coffee. This would invoke a feeling of friendship and would give some space to additional conversations on market trends, stock prices, country’s GDP, emerging technology, competitors, etc. This often builds an out of the box relationship and is worth practicing.
Periodic Informal Parties
“Sunflowers turn to the sun’s direction, no matter wherever they are planted or whomsoever has sown them”. This is because what remains inside as of nature would be there itself, and never depart. Party is the most exciting word and drives everyone crazy, especially if heard at the workplace. Parties are the best practices to grow mutual understandings, establish connections, knowing about fellow mate’s likes and dislikes, or even just giving a cozy and free space to people. This will surely turn out as the golden egg and would be mentioned to every outsider by your employee while appreciating his or her firm.
The zeal of Upliftment
Every talent is vital and must be appreciated for being a part of an organization. If a regular motivation is sprinkled on the employees showing their qualities and then driving them to aim and do better, then eventually the whole motivated team would uplift the team’s goal and business as a whole. Give them access to training on the latest tech or tools, invest in their soft skills and listen to their strong working areas, and see the effect by yourself. This flexibility requires knocking down traditional hierarchies and allowing people to work on projects that energize them and where they can contribute.
And the Reward goes to
Aah! Such a pleasure giving sentence. It is a pure practice to motivate the team by offering them certificates, badges, incentives, promotions, or any other gesture of honor. This way they feel their presence is appreciated and an inner motivation drives through to achieve more.
Being in the Other Shoe
This is the most effective way to understand and deal with the employees for better engagement. This way you come to know about the firm’s loophole, urgent need, modifications, and even about the ongoing malpractices sometimes. One should not bind the employees in work from the office only, restrict the lunch break till 30 minutes or so, 9-5 pm tight reschedule. NO! No one likes to be herded with a set of hourly restrictions, just keep them free and focus on the result and working status.
Now the question comes, that what would these practices be yielding?
This should benefit in the following ways :
- Decrease in absenteeism
- Healthy working space
- Rise in revenue
- Increased productivity
- Fruitful relationships
- Higher retention
- Customer satisfaction
Here is a list of Top 10 Employee Engagement Activities you can organize for your team
On consolidating I would like to say that building a better place is always the responsibility of each person present there. And there is no doubt that it is a tedious job, but not impossible Right? So, employers need to understand the drivers of employee engagement and apply them accordingly. Because having an engaged workforce is crucial for ensuring good growth and better stability.