Article (January-2021)

Articles

Beat the engagement & performance blues of organization

Tannistha Chatterjee

Designation : -   Transformational Coach, ICF accredited NLP Master Coach and Human Resources Professional

Organization : -  Hongkong

01-Jan-2021

10882 Total View        

Topics Covered :

  • Correlation between Employee Engagement and Performance Management.
  • Steer Employee Engagement & Boost Performance.
  • Make Performance Management Instrumental in Enhancing Engagement.
  • Dealing with the 'New Normal'.

Introduction :

Traditionally Performance Management and Employee Engagement were viewed as two separate processes and considered as two separate agenda within the larger Human Resources process. While performance management started as a measurement system directed towards compensation revision, training, identifying top performers and removing the bottom performers; Employee Engagement magnified on the correlation of engagement survey data to organizational outcomes. Today's Performance Management landscape is witnessing a very different demeanour which essentially focuses on how these two critical aspects of HR are married to each other in spirit. Performance Management in the present world should be more value driven Vs being completely compliance driven.

What is Employee Engagement?

A commonplace definition of Employee Engagement is physical, psychological or emotional involvement of the employee while at work. In essence, employee engagement is the emotional commitment which employees have towards an organization.

Any solid Employee Engagement program establishes a very strong emotional bond between the employees and the organization. This involvement happens at organizational as well as managerial level, the latter being the go to person. Employee Engagement programs definitely are strategized and implemented by the human resources department but the managers are equally responsible for driving the motivational levels of the teams and making them feel appreciated for their day-to-day contribution.

What do we mean when we say 'Our workforce is extremely engaged and satisfied'? What kind of behaviour they might exhibit to reflect the fact that they are indeed emotionally involved with their work environment?

Some key behavioural patterns of highly engaged workforce -

Say - They consistently say good things about the organization to their peers, potential candidates, acquaintances and customers, they literally promote the organization and are great supporters.

Stay- They aim to work with the organization in the long run, are stable and intend to grow with the firm.

Strive- They put extra effort in their daily activities, proactively contributes towards business success and takes their performance seriously.

Collaborative- They are effective collaborators and are supportive towards co-workers.

Customer Centric- High customer satisfaction score is an evidence that the employees are giving their best to keep the customers happy, only a highly engaged workforce can consistently provide positive customer experience.

What is Performance Management?

Definition - Performance Management is a process of ensuring that a set of activities and outputs meets an organization's goals in an effective and efficient manner.

Performance management cannot be viewed as a bi-yearly or an annual activity rather it should be an aggregation of different activities put together to form a promising performance management process. It is a process of continuous improvement through feedback and communication aiming at identifying, measuring, developing and recognizing the performance of individuals in alignment with the larger goals of the organization. It is not to be viewed as a mere rating tool to revise compensation and weed out bottom performers rather to be considered as a continued effort to grow, develop, recognise employees and achieve higher engagement levels.

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Tannistha Chatterjee

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