What is Emotional Intelligence?
Emotional Intelligence refers to the ability of an individual to keep a check on his/her emotions not only at workplace but also otherwise. There are very few individuals who know how to express their emotions in the right way and also control them. Such people are known to have low emotional intelligence as compared to […]
What is Social Mirror and How it Determines Individual Success in Career and Life
What is the Social Mirror and why does it Matter? In HRM (Human Resource Management) theory, there is a term called Social Mirror which is used in the context of how an individual’s upbringing, immediate environmental forces, peer influences, and societal perceptions play a major role in determining his or her career progression and success […]
Emotional Intelligence for Managers and Working Professionals
What is Emotional Intelligence and Emotional Quotient We often hear the term Emotional Intelligence and Emotional Quotient or EQ being necessary for managers and working professionals to succeed in their careers. If we investigate what this term means, we find that it broadly refers to the emotional capacities of managers and working professionals when they […]
Six Steps for Making a Business Case
Organizations tend to work collectively. Ideas tend to come to individuals within the organization. However, they need to be spread across the organization. Any change only takes place if several people in key positions believe that the idea is good enough. This is where a business case comes in handy. Executives from all departments in […]
Return on Investment for Talent Management
World over organizations are concerned about the return on investment (ROI) of talent management. Those who are investing money into the same are searching for efficient means to calculate their ROI. This problem is not unique to talent management only; training and development for example suffers from the same drawback to a certain extent. Fortunately […]
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 organisation’s 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.
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