Employee Engagement Employee engagement is very important to make an organization successful and employees feel safe and heard when being employed

February 3, 2019 Critical Thinking

Employee Engagement

Employee engagement is very important to make an organization successful and

employees feel safe and heard when being employed. Employee engagement is an approach

that most companies take to establish good rapport with employees, management, and the

organization. Employees that feel that the organization is in engage and engage employees in

new aspects of a company they tend to be more dedicated and willing to go above and beyond.

Although the word “engagement” sounds easy but can be a bit challenging when trying to get

employee’s to want to engage. During this reading there will be different types of strategies for

engagement and how it will benefit the organization.

Strategies for Engagement
Appropriate Training – Consistent training for employees assures comfort for

staff and organization with have the productivity that is needed that the company requires.

Training starts at the beginning before an employee is set to start his/her new position allowing

employees to see the big picture. Training allows staff to learn to plan for future challenges for

their position in the organization. Management is the ones that employee relies on for help and

the appropriate training that is needed. There are some leaders that are not adequately trained to

provide the resources that employees need. Creating a culture that fosters continuous

development does more than help workers build the skills they need to do their jobs. It also

communicates that the organization values its employees and believes in their potential (Tamara,

2016). Most employees have a sense of feeling that if a company is taking the time out to

provide the needed training to make employee successful so there will be more engagement.

Incentive for paid time off- This is an option that will defiantly increase employee to

engage more in their daily challenges of work and for good behavior. Most incentive would be

discretionary bonuses but paid time off without the usage coming from the employee’s time bank

is an alternative would be non monetary bonuses. Some employees in an organization would

prefer time off instead of monetary bonuses, taking a break from your job often helps with

engagement and promotes moral when an employee sees that a company is taking the time to

honor a job well done. Giving bonuses is good for employee retention and for productivity.

When employees know a bonus is coming, they are motivated to accomplish more (Emch, 2016)

Rewards and recognition- Awards and recognition should be in place because it shows

those employees are being recognized for the outstanding and hard work that they accomplish.

Recognition for employees provides a since of appreciation and value, employees will

produce well and increase productivity. With these recognition and awards being offered by the

organization allows the employees to know that their efforts for good work and work

performances are excellent ideas for engagement. Giving employees an understanding of what is

expected outside of their morals, policies and procedures standards of the company will enhance

daily engagement when recognition is provided when these standards are maintained and

displayed from employees. It’s human nature for resilience to change than when

realizing someone has appreciated you for your hard work and dedication.

Focus group meetings- According to Krueger (1988) “…Carefully planned discussion

designed to obtain perceptions on a defined area of interest in a permissive, non-threatening

environment. It is conducted with approximately seven to ten people by a skilled interviewer.

The discussion is relaxed, comfortable, and often enjoyable for participants as they share their

ideas and perceptions. Group members influence each other by responding to ideas and

comments in the discussion.” This strategy allows a small group of individuals to share their

thoughts of concerns and be of involvement with changes in the company. Focus groups will
provide ideas for management to fix concerns and problems that are affecting productivity of

employees. Problem solving in a focus group is designed as a technique to allow management

and employees to share their view point to concerns and problems. This is a great strategy for

employee engagement helps with improving better retention, retainment, and productivity.

Promotional process/advancement planning– Employees that notices a company will invest in

their future drives a stronger culture in the organization it also allows the employee to work

towards a goal. Focusing on employees that are considered lead employees help with mentoring

the employees that are considered most to gain. These employees have showed achievement in

making a difference in the organization productivity so you reward them and promote the lead

employee. Employees feel valued and appreciated and will provide better performance within the

organization. Performance planning for employees is often required to boost employee

engagement. This planning will require evaluations, regular individual meetings and goal setting.

This often creates better productivity, better performance, retention, and create a professional

work environment.
Conclusion
To conclude listening to employee’s ideas and feedback is crucial for retention and

employee engagement in an organization. Given employees chances to provide ideas,

suggestions and listing concerns can improve the organization productivity and healthiness. With

all strategies that are listed will help with encouraging employee engagement. The strategies that

are listed in the readings will show employees that they are cared for, valued and listened to. The

success it based on the knowledge of the management and employees of the company to

establish these forms of engagement.