Characteristics of Engaged Workforce
The level of employee engagement can be measured by the willingness and ability of employees to contribute to the success of their organisation. It is their discretionary effort which is an essential element for the good health and well being of a company. A highly engaged workforce shows the high level of engagement in their…
Challenging Work as a Driver of Employee Engagement
Introduction We often hear the term employee engagement being spoken about in various contexts. We are often told by management experts that engaged employees are a source of sustainable competitive advantage. During earlier periods of organizational theory and practice, it was common for the HR (Human Resources) function to take care of administrative aspects such…
Benefits of Employee Engagement
History records how Alexander was able to march on and conquer hitherto unknown lands due his valour and his motivated troops. However, the same history also records, how dissent amongst his troops towards the latter part of his career, cut short his ambitions of supremacy in Asia. Alexander started hiring more outsiders, laying off his…
Most companies think that it is their performance management system and appraisal and reward strategies that enhance the levels of employee engagement. True but partially!
Most companies do not realize that human interaction is perhaps one of the most important elements in keeping the employees geared up to perform their best and enhance their competency levels. It is not only a basic need but the sole of an organisation that keeps it going.
Everyone who interacts with employees including top management, senior leaders, immediate supervisors and human resource team members play a vital role in shaping the mentality of an individual.
Though it is the fact that they need well designed policies and practices to support business functions and other programmes for enhancing the morale and improving the performance of an employee by enhancing their engagement level but the importance of human interaction cannot be denied. After all the process of employee engagement involves behaviour management.
It is no surprise that disengaged employees have an adverse effect on your standing in the business world. The world’s most admired companies have attained this status only by keeping their employees engaged by assigning them more challenging tasks according to their abilities. Employee development is high on their agenda.
But the question is who will find out why they’re not able to perform their best. What will keep them focussed towards their aims? How can you have the impact on their as well as business performance?
It is obvious that all this can be known through their interaction with their immediate superiors and the members of Human resource Department. Once the data is collected, the top management can support the entire process of employee engagement by deciding the priorities, making investments and designing and implementing various processes.
Lying on the bottom of the pyramid, immediate supervisors and managers play the most important role in enhancing the levels of employees. As they spend more time with them as compared to the HR people and senior leadership, they can easily determine their actions and find out what will keep them motivated.
Although the directions come either from top management or HRD but they are the one who execute the process and determine the satisfaction level of their workforce. They can interact with the employees and fill scorecards with columns such as actions of employees, what motivates them and job satisfaction level. This is the initial as well the most important step in the entire process.
Human Resource Department works on the data collected by the managers and determine the trend among the employees. They identify the most common factors that decrease the engagement levels among employees and the most common opportunities that can enhance it. They study all the cases thoroughly to identify the loopholes in the system and bring it to the notice of top management.
They review the entire report and the process designed by the HRD or a management consulting firm to enhance the employee engagement levels. They support the process by deciding the priorities and making investments.
Article Written by
Ram Mohan Susarla is a seasoned freelance writer with nearly 18 years of experience creating content across diverse domains, including business, management, and literature. Before transitioning fully into writing, he spent over a decade in the corporate world, working with Fortune 100 companies as an Analyst and Project Leader. With an academic background in Engineering and professional training in Management, Ram brings analytical depth, strategic thinking, and clarity to his writing. His ability to translate complex management concepts into accessible, reader-friendly content has made him a valued contributor since the inception of Management Study Group.
Article Written by
Ram Mohan Susarla is a seasoned freelance writer with nearly 18 years of experience creating content across diverse domains, including business, management, and literature. Before transitioning fully into writing, he spent over a decade in the corporate world, working with Fortune 100 companies as an Analyst and Project Leader. With an academic background in Engineering and professional training in Management, Ram brings analytical depth, strategic thinking, and clarity to his writing. His ability to translate complex management concepts into accessible, reader-friendly content has made him a valued contributor since the inception of Management Study Group.
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