Employee engagement strategies differ for each organization, as they are dependent on several factors such as purpose and process of organization, or nature of employees. Therefore, one single formula may not be applicable for all organizations. Evidently, some believe that employee engagement is essential for organization’s success; whereas others state that engagement is a synonym for ‘happy’ or ‘satisfied’ employees.
However, organizations realize that employee engagement is imperative for increased productivity, profit and overall growth of the organization. Organizations implement various strategies for employee engagement based on certain contributing factors. Listed below are some strategies for employee engagement that might be relevant to your organization.
Some strategies for Employee Engagement
Employees feel valued and recognized when the organization has a system for analyzing and implementing their innovative ideas and suggestions. It does not merely imply putting up a suggestion box for employees to drop ideas. It requires a more participative strategy in which employees have a platform to brainstorm and form a team for experimenting on their ideas.
Organizations need to identify proactive project owners in their workforce than identifying best performers. Management will need to think beyond incentives and awards for higher performance. They need to empower employees with value-added responsibilities that will encourage employees to achieve higher performance. Employees need space and flexibility to function with freedom of thoughts, make decisions and engage in critical thinking.
One way to have a highly engaged workforce is to implement profit sharing for employees. This will motivate employees for increased accountability and commitment.
Employee engagement is possible only where there is trust and mutual conviction between the organization and the employees. Employees need to enjoy and display personal loyalty and dedication in organization’s activities. They need to have an environment bonded with mutual respect and trust.
Organizations need to design individual development plan for the employees. These need to focus on training for enhancing professional and personal skills. Personal mentorship is an important factor for employee engagement.
Effective leadership that focuses on work-life balance of employees, thereby improving quality of work life will go a long way in molding engaged employees.
Furthermore, nothing matches to cultivating positive relationships among employees and between management and employees. Employees need to work on grounds of mutual care, concern for one another’s welfare and be supportive of one another. Healthy competitive spirit, constructive feedback and empathy are the essential factors for employee engagement.
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