Engaged Workforce

Supriya Nigam is a lead Content Writer & Digital Marketing Strategist at CareerBuilder India. Her passion for helping people in all aspects of digital marketing flows through in the expert HR Technology industry coverage she provides. Also, an avid Yoga practitioner.

According to Gallup, “engaged employees are those who are enthusiastic about work and involved in their workplace”. However, a majority of employees are not concerned, they do not hold much concern for their organisation’s performance or their performance. Consequently, important economic indicators such as innovation and growth are at risk.

In the following post, we will discuss eleven creative ways that can help organisations to create and retain an engaged workforce.

Why developing an engaged workforce is a priority?

Engaged Workforce
Img. Src. Digitalist Magazine

Every organisation’s success is significantly on its people and to keep them engaged just is not a cake walk. Human Capital is the key to success for any company – get it wrong and you may experience higher levels of absence, low morale and reduced levels of motivation.

Improving employee engagement is essential for some reasons.

– A boost to the bottom line

– Talent retention

– More proactive workforce

– Increased innovation & productivity

And the list continues.

The benefits are relatively apparent and well-recognized.

Engagement cannot be imposed. It is about creating a cultural shift in the way organisations perform.

What organisations do differently to create an engaged workforce?

1. Induction & Onboarding

Most companies overlook the importance of delivering effective induction and onboarding experience to new hires. Nonetheless, when people start a new job they expect a “WOW experience”.

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Conducting a successful induction program can be leveraged to impart the knowhow about tasks needed to perform successfully and productively. Moreover, through onboarding, people get to engage with organisation’s values and culture.

2. Give them a purpose

Employees who comprehend what they are working towards feel a greater sense of purpose. Employees wants to understand:

–  The organisation’s strategy and objective

– How their role contributes to the enterprise’s success

Therefore, provide an opportunity for employees to raise concerns and ask questions. Increase the communication flow and keep it consistent.

3. A sense of achievement and being valued

Every employee wants to know how he or she is contributing towards business success. They need to know how their success will be measured & what achievements are important. They want to be recognized and intends to feel that their efforts are valued.

In creating the engaged workforce, clear communication around recognition and achievements for quality works can go a long way.

4. Diversity of thought

To engage the workforce organisation must include them and their varied ideas. Thus, it help employees provide an honest opinion, feel that they can be themselves and share different perspectives. Such diversity of thoughts makes them feel their opinion counts, while helps them to think differently.

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5. Learning & Development

People wants to be good at their jobs. Employees expect from their respective organisations to care about investing in them. Given how rapidly work world is transforming, Learning & Development is a critical tool in fostering staff and growing their skills.

6. Performance based bonuses & salary

While an annual salary appraisal and review is important, in recent year’s performance based bonuses have motivated and engaged employees. Nonetheless, there is no one-size-fits-all approach, so talk to an individual employee about what they value. Also, ensure what objectives must be met to be eligible for a bonus.

7. A sense of being treated fairly

“People leave managers, not companies”, it is a most common and honest saying in the work world. Employees want to feel they are treated fairly and respected by a manager with strong leadership skills. They look up to someone who is trustworthy, dependable and who they can work collaboratively with. Building the right culture of engaged workforce demands such leadership skills at all levels.

8. Flexible work practices

Flexible work policies on their own will not improve employee engagement. Nonetheless, once organisation accomplish high employee engagement and motivation levels, it is an attractive incentive that will support to keep it there. Moreover, flexible work practices are just as important for working fathers as it is for working mothers.

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9. Do not ignore the contractors/temporaries

Follow the same engagement and motivation practices for contract workers as you do for permanent employees. To gain the most value engage them as well.

10. Offboarding

A satisfactory offboarding is as important as onboarding in every organisation. A good offboarding experience can help them email engaged with organisation’s brand. Moreover, such employees provide positive reviews on Glassdoor and similar websites which significantly affect the perception of prospective job candidates.

11. Leverage technology

Disruption in technology, more Millennials entering the workplace and employees becoming tech savvy, consider how technology can impact employee engagement. This includes using collaborative tools for business, gamification and online delivery of training.

When managers help employees to develop and grow through their strengths, they are more than twice as likely to motivated and engage their team members.

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