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