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Employee EngagementHelping Employees Feel Connected to their Employer
Employee engagement, that sense of feeling connected, is important to the well-being of employees and employers alike. Here's how to make it happen.
Normally when a couple becomes engaged they soon marry. However, when it comes to employee engagement this is the one time when a long engagement is the desired outcome. While employee engagement may mean different things to different people, in general it is the concept that workers need to feel connected – to their role in the company, to other team members, to their supervisor, to the organization, and to the organization’s objectives. Finding that sweet spot where it all comes together can be difficult when an organization has hundreds of employees all seeking that proverbial right fit. However, there are steps that employees and employers can take to better enhance employee engagement. Here are three areas that employees and employers should consider focusing on when it comes to employee engagement. Defining Company Culture This is a vital part of any organization. Company culture defines what an organization values, where it is headed and how it will achieve its objectives. It is important that employees share a similar philosophy as the organization for which they work. A fast-paced cutting edge technological work environment isn’t necessarily a good fit for someone who is not driven by the latest trends or newest gadgets. That’s why defining the company’s culture is the first step in being able to identify individuals who not only have the right skills to do a job, but who will acclimate well. By incorporating key questions into the interview process, employers stand a better chance of assessing a good work culture match. Whether seeking employment or an employee, determine…
Developing Work Relationships According to Beverly Kaye and Sharon Jordan-Evans in their book, “Love ‘Em or Lose ’Em: Getting Good People to Stay”, 89 percent of managers believe that retention is all about money. In fact, it’s not. It’s generally about the supervisor. Relationships with coworkers, especially a direct supervisor, have a great deal of impact on employee engagement. Employees must trust their team and, just like in a marriage, they must feel secure in each relationship. Everyone can help develop trust in an organization by…
Ability to Make an Impact In general, employee engagement is mostly about the impact someone feels they have on an organization’s success. It’s that line of sight from what they do daily to what the company does as a whole. It’s feeling necessary and useful. Being able to give input, make suggestions, and develop new skills goes a long way in improving employee engagement. But it greatly depends on an organization’s operational approach. If it is top-down, then ideas, policies and strategies are developed by the top few and imposed on the many. If it is team-focused, then everyone has an opportunity to contribute and participate regardless of their position in the organization. To make an impact employees need opportunities to…
Employee engagement is an important part of employee happiness. And feeling connected is a large part of what employees want.
The copyright of the article Employee Engagement in Human Resources Management is owned by Deborah S. Hildebrand. Permission to republish Employee Engagement in print or online must be granted by the author in writing.
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