Employees are the key assets of an organisation. With the global shift towards technology and the world becoming a digital hub, employee engagement has become crucial more than ever before. An organisation’s success relies on the energy, commitment and the engagement of its workforce.
Happy faces bring a positive vibe and a stronger will to complete the projects with better understanding. It also spread the enormous positive energy in the organisation. The more are the engaged employees in a company, the greater will be the success ratio.
But, employee engagement is still a big question among the employers. According to a recent survey, only 15% employees worldwide are engaged in their jobs. Today, the current business environment is moving faster than ever before. The organisations are forced to grow quickly with fewer resources. It is where the managers and the leaders have to play the role to satisfy their employees as far as possible.
Here are some simple steps following which could be a bigger step towards employee engagement –
This step is very important for employee engagement. An employee wants to give his best to the organisation but if the organisation is not utilising it properly in his core then the performance degrades. Each employee has his own forte, use it to get the best of him. For example, if you are asking a writer to do marketing for you, then you are not only doing injustice to your marketing but also to that writer’s role.
No one could lead your company to the path of success unless trained properly to achieve your vision and goals. Every company has a different vision and work ethics. An experienced employee would also need training to grasp your work culture. And if you are the one appointing the fresher, then train them properly to understand your services. Because the fresher is like wet clay, it depends on you how to mould them.
Engaged employees are doing meaningful work. They work for company’s good will and work in parallel to company’s vision. But, it’s the leader’ responsibility to assign meaningful tasks. Again we are back to the right roles. If a very talented employee has been assigned a task which has zero output, then that talented package would lost interest and would be unsatisfied with his/her work. This would really mark a question on his/ her credibility which would otherwise is a company’s mistake.
Gone are the days, when you wait for the mid-year review session to happen for employees’ feedback. You must have frequent checks with your employees to make them feel important. Now, the feedbacks should hold everything, from their present projects to the past ones, their interest and the work environment.
A good boss or a great manager knows when to engage with their employees. They want constant improvements for which they talk with all their team mates. They hold state of ‘engagement meetings’ and engage their colleagues to discuss the problems and solutions.
These principles are not complex but a company must possess them to surpass their competitors and stay ahead in the competition. Always remember one thing; if an employer has the options for employees, a talented employee also has ample options for a great employer. This is a race and no one waits here for anyone.