Employee Engagement Strategies
Various studies have shown that actively engaged employees are almost 50 percent more productive than their not-engaged or disengaged colleagues. The employee engagement cannot be improved only by designing and implementing effective human resource strategies but their involvement and quality of output produced by them also depends on their relationships with their colleagues, subordinates and seniors. It is a basic need of human beings to belong and to be belonged. Such collaborations can be a major contributor to the success of a company.
Until recently, solutions facilitating two-way communication including top-to-bottom and bottom-to-top were given much important but nothing has been done to foster the open communication and collaborations among employees. The way they interact with each other determines the health of any organisation. A perfect balance of respect, care and competitiveness should be prevailed in the organisation to keep them actively engaged in their jobs. Mutual support and healthy relationships contribute majorly to the organisations success.
Besides this, empowering employees by delegating them responsibilities and giving them autonomy to take decisions regarding their job on their own can also increase their productivity. It is worth going beyond the traditional management tools of connectivity to help employees remain motivated and dedicated to perform their tasks. To achieve this, the organisations can design effective employee engagement strategies on the basis of the model explained below.
- Employee Engagement Key Players
- Employee Engagement Initiatives
- Types of Employees
- Drivers of Employee Engagement
- Job Role and Employee Engagement
Authorship/Referencing - About the Author(s)
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