Tips for Professionals on Making Smart Career Moves during your Working Life
Determining Whether you want to be a Big Fish in a Small Pond or Small Fish in a Big Pond Whether you are a fresher or an aspiring professional, or you have established yourself in your career, or are beginning to find your feet in your job, there are some ways in which you can […]
Job Analysis and Job Evaluation
Job analysis is the process of identifying and determining in detail contents of a particular job, thereby, clearly defining duties, responsibilities, accountabilities, and skills associated with the job. An important aspect of job analysis is that the analysis is conducted of the job, and not of the person. The process of job analysis results in […]
360 Degree Feedback
360 degree feedback is also known as multi-rater feedback or multi-dimensional feedback or multi-source feedback. It is a very good means of improving an individual’s effectiveness (as a leader and as a manager). It is a system by which an individual gets a comprehensive/collective feedback from his superiors, subordinates, peers/co-workers, customers and various other members […]
Role of Organization in Self Improvement of Employees
Self improvement refers to a process where an individual continuously tries to upgrade his/her knowledge and hone his/her existing skills not only to survive the fierce competition but also grow both professionally as well as personally. Individuals need to move with time and keep abreast of all the latest developments in their respective fields. Organization […]
Implications of Workplace Changes for Individuals and Organizations
Career, as a series of upward moves of income, status, power and security has died long back. In 21st century, career is seen as continuous learning and changes in identity due to experience and personal learning along with upward moves in income, status and power. Employees, these days want a fulfilling career and organizations need […]
A major percentage of employees find their work boring. Ask HR managers about employee engagement and they have only one answer: it is the biggest challenge that we are facing today.
Days of huge increase in wages or salaries even in highly productive organisations have gone. It is unable to retain employees within the organisation for long.
Due to this, the HR managers had to come up with other motivators such as offsite parties and picnics, cricket or football matches on anniversaries and birthdays, cultural festivals, painting and quiz competitions, creches for the children of employees, Friday bashes, movie tickets and discount shopping coupons and many more.
Google, the most famous and successful technology firm provide free, healthy and well prepared food to their employees.
The company appoints well qualified and experienced chefs so that their employees can relish awesome food at work. This is one of the strategies to make employees feel happy at work; however, it alone can’t retain employees for long.
There have to be something else that can motivate people to being involved enthusiastically in their work. They must have an emotional attachment with their job and company.
Beyond all the above mentioned popular techniques, there are other things that play an important role in enhancing the engagement levels of employees. The proposed 3 C’s of employee engagement are career, competence and care.
An organisation can provide its employees with opportunities to grow professionally through job rotations, indulging them in significant tasks, challenging assignments and promotions.
They should also be given a specific level of authority and autonomy to take their decisions on their own. The organisations prepare an entirely new breed of employees if they genuinely invest in developing the careers of their people.
Most employees after spending a few months look for competence-boosting opportunities with the organisation so that they can grow and move to the next level of their careers.
While the career focuses on the actual growth in terms of designation, wages and perks and authority, competence is the ability to grow utilizing the opportunities.
The managers need to be empathetic and sensitive towards people and understand their personal problems.
Showing small day-to-day caring gestures towards employees make them feel that they belong to the organisation and organisation belongs to them.
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