Human Resources – Employee Engagement
Employees are the key differentiating factor in any organization. After all they are often the ones who are instrumental in giving an organization an edge over its competitors. It is therefore essential for HR departments to ensure employees stay fully committed and motivated while performing their responsibilities, in other words they must use effective ‘Employee Engagement’ strategies.
Employee Engagement is a measure of how emotionally attached employees are to their organization and how passionate they are about their job and responsibilities. According to HR Anexi’s survey employees tend to fall into one of the following five categories in terms of their engagement-
Fully engaged- This kind of employee engagement is exhibited by individuals who have a high level of enthusiasm towards their job, are keen to put in their best efforts and use their full potential at their job. The professional goals of these individuals are in sync with those of the organization.
Nearly engaged- These employees are focused on delivering but do not really care about the larger picture (overall organizational growth). ‘Nearly Engaged’ employees are usually ambitious but feel a sense of disconnect from the organization. If their career goals could be aligned with the overall organizational growth they could easily become ‘Fully Engaged.’
Hamsters and honeymooners- Hamsters possess the zeal but put their efforts in the wrong direction thus resulting in no concrete results. Honeymooners, on the other hand, are new to the job or organization and are excited to make a difference. With the right guidance and policies these employees can also be pulled into the ‘Fully engaged’ category.
Crash and Burn: Such employees are individuals who feel overworked or underutilized. They tend to feel dissatisfied with their job and therefore are unable to contribute to the best of their abilities.
Disengaged- As is obvious from the word this is a group that feels completely disconnected from the organization.
Employee engagement depends on various factors such as designation held, age and gender, employee’s personal aspirations and cultural values and industry in which the employee is working. HR managers need to therefore keep all these points in mind while designing employee engagement policies. In addition to it would be a good idea to make note the following points as well-
- Career development opportunities as well as training and development efforts go a long way in building employee loyalty and attachment.
- Assigning tasks to employees that challenge their skill levels is essential to avoid monotony and keep them interested.
- Having open channels of communication that allow for constructive feedback from employees are essential to keep their frustration and dissatisfaction levels in check.
- It is important to ensure that employees understand the organizational goals and how they are related to their own personal growth.
At the end of the day an employee’s goal is to grow in his career and gain satisfaction from his job, an organization’s goal is growth and profit. Both sets of goals are interrelated; however, employees tend to forget it as they get sucked into the mundane reality of going through the motions. It is the job of the HR department of an organization to ensure that this fact remains on the forefront of the employees’ minds.