7) Enhancing Employee Engagement

 

Employers make every effort to keep their workers interested in the work they do. Employee engagement may be achieved in a variety of ways. Job and organizational involvement are two types of engagement. When it comes to increasing engagement, job and organizational engagement work together to support each other (Armstrong, 2010).

Employee engagement can be improved by using effective performance management flexibility, volunteering as a team, always being authentic, promoting rake breaks, asking for feedback, holding regular social gatherings, clarifying goals, providing a pleasant environment, mentoring employees, encouraging collaboration, showing gratitude on a regular basis, and promoting honesty (Clarke, 2020).

According to (Armstrong, 2010), Sainsbury's CEO, "engagement is a significant priority in the firm with over 150,000 workers." You don't even get started in a business of our size without involvement.' Engagement was only possible for Sainsbury's employees if three requirements were met. They knew what they were supposed to do, they had the abilities to accomplish it and they knew why they had to do it'.

Increasing employee engagement requires meeting the requirements listed above, which may be accomplished through excellent job design, learning and development programs, performance management, and improving the quality of leadership given by line managers. Employers can provide cash or non-financial prizes to employees to increase employee engagement. 

To improve employee engagement in any business, managers must accomplish the following (ARMSTRONG & TAYLOR, 2014).

1) Make employee aware of employee individual strengths.

2) Provide continues feedback on how strengths are being used.

3) Clear the path’ so that employees can do what employee do best without Unnecessary distraction

4) Build trust by showing commitment to the employee’s success.

5) Challenge people within areas of employee distinctive strengths.

6) Focus upon particular skills and knowledge in order to build talent into strength.

7) Give employee ownership and creation of employee’s outcomes (ARMSTRONG & TAYLOR, 2014).

Employee involvement is critical to an organization's productivity. A disengaged team is a burden to the organization, and their performance is low (Wilson, 2017). When it comes to increasing employee engagement, companies must consider both job and organizational engagement, which are both critical (Armstrong & Taylor, 2014). The organization benefits from a fully engaged crew, and the results are excellent. High employee engagement and high performance of workers working under the team leader are the most essential factors for a leader of a company (Wilson, 2017). A favorable, two-way connection between an employee and the organization is defined as engagement. As per Armstrong (2010) Employees and organizations are conscious of their own and each other's needs, as well as how they assist each other in meeting those needs. Employees and organizations that are engaged will go above and beyond because they see the reciprocal value of investing in relationships. It's easy to talk about more involvement but putting it into practice is far more difficult. It is critical to have a good plan or strategy in place in order to have a highly engaged and high-performing team of employees (Wilson, 2017).

When it comes to employee engagement, it's critical to examine the actions that may be taken to improve employee engagement. Organizational culture, ongoing reinforcement of employee-focused policies, meaningful metrices, organizational performance, increased job involvement and job satisfaction, encouraging teamwork, and dealing with employees' mental and physical health and morale are all factors that must be considered. ‘At Bharti Airtel Ltd, the new joiners & the best performers for the month are awarded with a special dinner / lunch with their Chief Operations Officer,' according to (Siddhanta & Roy, 2010). ‘Indian Hotels, which manages the Taj network of hotels, has been able to build a culture where staff performance is assessed on customer Orientation efforts and the results.

Adapted from (Siddhanta & Roy, 2010) Tata Motors' Tata Club in Jamshedpur, which serves as a meeting place for employees and their families to get together, network, and have fun, is a perfect example of employee engagement. To integrate family values into Tata Motors' organizational culture, Community Development Centres (CDCs) have been built across India. Merit awards are provided in academics, athletics, and extracurricular activities to promote the importance of education and to recognize the accomplishments of employees' children. Employees' creative potential is developed through the Tata Motors Cultural Group's Kalasagar and Kalasangam. They host a variety of cultural events, including music, theater, dance, and other activities, to encourage employees to be more creative.

All the preceding paragraphs demonstrate the importance of increasing employee engagement in any business. As seen above, increasing employee engagement improves performance and productivity.

References 

Armstrong, M., 2010. Employee engagement. In: ARMSTRONG’S ESSENTIAL HUMAN RESOURCE MANAGEMENT PRACTICE - A GUIDE TO PEOPLE MANAGEMENT. London: Kogan Page Limited, pp. 159-160.

Armstrong, M., 2010. Employee Engagement. In: ARMSTRONG'S ESSENTIAL HUMAN RESOURCE MANAGEMENT PRACTICE AGUIDE TO PEOPLE MANAGEMENT. London: Kogan Page Limited, p. 272.

ARMSTRONG, M. & TAYLOR, S., 2014. Employee engagement. In: ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE. London: Kogan Page Limited, p. 198.

ARMSTRONG, M. & TAYLOR, S., 2014. Employee Engagement. In: ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE. lONDON: Kogan Page Limited, p. 197.

Clarke, L., 2020. Proven Methods to Increase Employee Engagement in the Workplace. [Online]

Available at: https://inside.6q.io/increase-employee-engagement-in-the-workplace/

[Accessed 14 08 2021].

Siddhanta, A. & Roy, D., 2010. Employee engagement - Engaging the 21st century workforce. ASIAN JOURNAL OF MANAGEMENT RESEARCH, p. 177.

Wilson, G., 2017. 6 Strategies For Enhancing Employee Engagement. [Online]

Available at: https://www.thesuccessfactory.co.uk/blog/6-strategies-for-enhancing-employee-engagement [Accessed 14 08 2021].