Setting up a goal is very important in every organization so the individuals know where they are heading up to and be more engaged in it Macey et al. (2009). According to Armstrong (2000) it is evident that not only organizational goals be considered but individual goals should be given more priory as well. If goals are not combined in them, then driving towards them becomes more difficult (Sheldon & Elliot, 1999). Imposing goals on employees has a lesser impact than combined ones (Sheldon & Kasser, 1998).
According to Lytle (2019), few things are mentioned to increase employee engagement.
•Making sure the organization has all the resources to perform - Enabling infrastructure in an organization is very important as it could help employees be more engaged. Employees who are more engaged will have be advanced in what they do as they may have to adapt according to the current change, mainly effective change. Therefore, resources play a major role.
•Individual attention at all times – the Employer will have to do individual e valuation tests, in another words, study each employee and find out what they like and dislike doing or what they are more capable of doing. In that way employers could get employees more engaged in their daily work.
•Proper training provided – Time to time training to the employees will help them brush up their knowledge and also will build a confidence and trust within the firm and will make them more engaged in what they do. Cross training is another important training type which helps the organization save costs on hiring new employees to get different work done. As employees who are cross trained will have a multi-tasking knowledge to perform at any instance. Providing proper coaching will help employees find out what they are lacking in their daily work routine. Leaders get a chance to give them proper vouching when regular one to ones take place. This could result employees enjoying what they do.
•Listening to employees – feedback from employees should be appreciated and acknowledged. Listening to views and feedback from employees will help the organization drive towards a better tomorrow. None other than the employees know whom to hire and what to change in an organization as they are more engaged than anyone else. Every employee should be given an opportunity voice out their opinions in return they feel they are given more priority to be engaged.
•Employee get-together – In the fast growing world, people run behind work and money. Stress levels have increased to another level where people feel more pressurised and employees tend to fall sick quite often. Therefore, bringing all the employees together in the way of a quarterly party, payday drinks, award ceremonies, bash and company trips would make them all feel recognized and engaged.
•Rewarding and appreciating - Employees always look forward for appreciations and rewards to work better, perform better and get motivated. So rewarding them in public, either in an assembly, team gatherings or award ceremonies will make them feel their engagement towards the company have always been appreciated.
Video 3.0: Increasing Employee Engagement
(Source: Platinum Leadership, 2016)
Video 3.0 gives a very good example and tips how employee engagement could be improved.
References
Armstrong, M. (2000). Performance management: Key strategies and practical guidelines. London, UK: Kogan Page Limited
Baron, R. (1988). Negative effects of destructive criticism: impact on conflict, self-efficacy, and task performance. Journal of Applied Psychology, 73, pp.199−207.
How to increase employee engagement through team building. (2016). [video] Directed by C. Walsh, G. Nash and A. Bartley.
Lytle, T. (2019). 7 Tips to Increase Employee Engagement Without Spending a Dime. SHRM. [online] Available at: https://www.shrm.org/hr-today/news/hr-magazine/1016/pages/7-tips-to-increase-employee-engagement-without-spending-a-dime.aspx [Accessed 27 Sep. 2019].
Sheldon, K. M., & Elliot, A. J. (1999). Goal striving, need satisfaction, and longitudinal well-being: The self-concordance model. Journal of Personality and Social Psychology, 76, pp.482−497.
Sheldon, K. M., & Kasser, T. (1998). Pursuing personal goals: Skills enable progress but not all progress is beneficial. Personality and Social Psychology Bulletin, 24, pp.546−557.
Schaufeli, W. B., & Salanova, M. (2008). Enhancing work engagement through the management of human resources. In K. Näswall, J. Hellgren, & M. Sverke (Eds.), The individual in the changing working life pp. 380−402. New York: Cambridge University Press.
I agree with above comments and further Employee engagement increases productivity, creates a better and productive work environment, and reduces employee turnover. Engaged employees want good communication with their superiors, work that has purpose for them and motivates them, and a safe working place. When these conditions are met, employees become engaged and as a result Organization will yield better financial results, employees will be proud of their organizations, and demonstrate enthusiasm (Caplan, 2013).
ReplyDeleteThank you Chandran, adding more to it, if rewards and recognition takes place properly in any organisation, employees fall in love with the atmosphere and performance level increases (Danish & Usman, 2010).
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ReplyDeleteAgreed on the discussion.When we talk about Increase in employee engagement companies have to invest more on them because employee engagement is interwoven significantly with important business outcomes. Researches also indicate by more engagement, the employer will get benefits of exceeding the industry average in its revenue growth(Markos, 2010).
ReplyDeleteThank you Sahan, adding more to it, the work environment should also be satisfied by the employees so the will do more than what is required for the organisation (Baumruk, 2006).
DeleteWell explained.moreover, according to the Vance (2006) Job and task design, Recruitment, Selection, Training, Compensation, Performance management and Career development. will affect employees’ level of engagements
ReplyDeleteThank you Oshantha, just to add more to it, when employees are satisfied with their work and the reward scheme, they tend to stay longer in the organisation (Levinson, 2007a).
DeleteAgreed.To increase the employee engagement we have to follow these strategies : 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, Asking for feedback, Hold regular social gatherings and Encourage collaboration.
ReplyDeleteThank you Radchika, feedback has a huge impact on employee performance. When the feed back is negative, employees self assessed them negatively and vice versa (Levinson, 2007a).
DeleteWhile agreeing on above points, I would like to highlight about the freedom to engage. It is when employees feel free to act — and not be disciplined for doing so — that their initiative and being constructive is possible. Conversely, there can be no connection between the company's strategy and individual action without that freedom of engagement so feeling safe enough to take action does not exist psychologically (Macey et al., 2011).
ReplyDeleteHi Shakir, Agreed, do believe feedback from employee's is prime important to improve employee engagement.Performance feedback is past performance data. Certain examples provide prior performance information that helps the receiver improve or modify current performance (Johnson & Johnson, 2015).
ReplyDeleteThank you Anjula, adding more to it, when the feedback is great, employees tend to motivate themselves and respond well to the feedback given (Goodge & Burr, 1999).
DeleteI do agree with your points while adding Psychologist William Kahn drew on studies of work roles and organizational socialization to investigate the degrees to which people “occupy” job roles. He used the terms “personal engagement” and “personal disengagement” to represent two ends of a continuum. At the “personal engagement” end, individuals fully occupy themselves— physically, intellectually and emotionally—in their work role. At the “personal disengagement” end, they uncouple themselves and withdraw from the role.
ReplyDeleteThank you Chamari, to add more to it, there are three psychological factors that are connected with engagement and disengagement, meaningfulness, safety and availability (Kahn, 1990).
DeleteHi Shakir, to add more to it, Markos and Sridevi (2010) explains how increased employee engagement can be of importance to the organization. This will drive the employee go the extra mile and contribute more than what he is designated to do for the betterment for the organization. This will increase the productivity and the success of the organization as a whole.
ReplyDeleteMelcrum’s(2007)research found the top opportunities for career advancement, and training and development, were important drivers of engagement. People highly rated the importance of a people‐centric culture,belief in company direction, formal internal communication, and involvement and consultation on company decisions in driving engagement.
ReplyDeleteThanks for sharing.
ReplyDeleteEmployee engagement plays an important role in the motivation of employees. With virtual employee engagement activities, we can engage our remote employees in team building activities and games. These activities also boost morale of the remote team employees.
Informative Blog! Employee engagement activities have been proven to improve productivity, and overall improve remote employees team bonding in the workplace. Bring your remote team together through Online employee engagement activities.
ReplyDeleteWonderful article, thanks for sharing
ReplyDeleteEngaged employees care for the company, they’re not simply working for salary and promotions but they also work effectively and efficiently for the growth of the company. Online employee engagement activities have become the most popular topic for leaders and HR professionals, because of the pandemic conditions. Filled with unique fun virtual entertaining games that help employees connect with others
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ReplyDeleteIndoor employee engagement games are the best way to engage & retain employees and boost employees' morale and enthusiasm. So, if you also want to engage your employees, give these games a try!!
ReplyDeleteEmployee engagement is the ultimate goal for any organization. If you want to engage your employees and Create a fun and engaging environment then checkout these Best Employee Engagement Calendar Ideas on how to make your next party unforgettable! Visit our website now!
ReplyDelete