[aa_subtitle_display]As the connection between productivity, profitability and employee engagement is getting well established, 80% of employers have finally started listing engagement as a strategic priority. There has been a growing awareness about the significant impact that a poorly engaged workplace can have on the performance of the organization.

Engaged employees willingly go the extra mile and work with passion and enthusiasm compared to their disengaged counterparts. They have a profound connection with the company they work for and this gets reflected in the productivity levels.

Disengaged employees provide the greatest opportunity to organizations to improve their performance and profitability.

Building a Workplace of Engaged Employees

Employee Engagement Survey

When a company asks its employees for feedback, the employees expect follow-up action. If the right employee engagement survey is not conducted, it can result in collection of data that is irrelevant or impossible to implement.

Any survey data that is collected has to be relevant, specific and actionable at various levels of the organization. The data collected must influence key performance metrics.

Focus on Engagement at Organizational Levels

If management and managers want real change at the organization level, the tone has to be set from the top. The employees must feel empowered to make a significant difference to their workplace environment. Any barriers to engagement need to be identified so that opportunities for positive change is provided to the employees.

Selecting Right Managers

A good manager understands that the success of an organization depends entirely on its workforce. This realization helps them care about the success of employees. They understand each individual employee strength and weakness, so that they can use their strength for the good of the organization.

The right manager always empowers employees and recognizes and values their contribution to the success of the organization.

Managers Accountable for Employee Engagement

In most organizations managers are primarily responsible for employee engagement. Things they do and do not do can affect the engagement levels at the organization. Managers need to play an active role in building engagement and organizations need to hold them accountable for doing so. They need to prove a strong framework that helps in the creation of an engaged workplace.

Defining Engagement Goals in Realistic Manner

The engagement goals must be defined in a realistic manner with no ambiguity surrounding them. The goals should provide meaning to the day-to-day work of employees. When managers are able to provide meaning to goals, it helps build commitment within a team.

Management and managers of good companies always strategically align the employee engagement efforts with the goals of the organization. They look at ways to communicate the engagement efforts and share best practice.

Each opportunity is used to reinforce the commitment of the organization towards employee engagement. This helps integrate engagement practices completely with the business.

Companies may make use of PEO tools and programs to engage and retain employees. The programs can also help identify the potential of each employee so that the talents can be utilized to increase productivity and profits.

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