Improving Employee Engagement in your Organization

As an HR manager you have just conducted a successful internal survey about “employee job satisfaction” and the results are pretty impressive.  Do these results mean that your manpower is committed to your organization and is willing to go extra mile? According to the recent research done in HR field, an employee job satisfaction is not the primary driver but it’s rather an employee “attitude towards commitment” towards the company goals which are inculcated as personal goals that ensures an overall positive employee and employer relationship. Now, the important question is how an organization can develop this “attitude towards commitment” in its employees. And this question is even more important these days’s with companies employing fever employees where they can’t afford to have an employee which is not totally engaged as it can have a drastic effect on the company’s business.

Advantages for an organization whose employees have a positive “attitude towards commitment” for an organization are:

  1. Employees are motivated to handle tough problems and have more resilience during tough times faced by organizations.
  2. Employees contribute more to the bottom line by encouraging other employees whereby increasing their engagement level.
  3. Organizations are able to weather difficult times with less difficulty compared to organizations which have less engagement centric manpower because of fewer turnovers.
  4. Overall profitability of the organization increases.

Now, what are some of the strategies that are being used by organizations to boost employee “attitude towards commitment”:

  1. Tailor engagement programs across various teams: Let your employees know how they are contributing towards to company’s success and how their work is interrelated across various teams by conducting engagement programs.
  2. Reward the performer: Many organizations have either a blanket reward system or a very rigid reward system where the difference between a top performer and under performer is a difference of 10% in the overall reward system. To effectively engage with your employee’s reward in proportion to their contribution to the company’s success.
  3. Stop segregating the work atmosphere: Segregation between status hierarchies within an organization creates a barrier and fosters a feeling of “we” and “them”, which is not fruitful for an organization.  Rather, there should be feeling that everyone’s commitment towards the organization matters.
  4. 4.       Invest in non-monetary incentives:  While monetary incentives do work. However, sometimes a custom and personal incentive can also work. Like, a coupon for “fitness membership” or “complimentary dinner” etc. These tend to foster a feeling of togetherness and can boost an employee commitment level. 
0 replies

Leave a Reply

Want to join the discussion?
Feel free to contribute!

Leave a Reply

Your email address will not be published. Required fields are marked *