Article (June-2018)


Moving towards employee engagement

Pramod Kumar Tripathi

Designation : -   AGM - HR

Organization : -  Bajaj Energy Limited


345943 Total View        

Greater part of the present days employees are knowledge workforce, who looks towards not just the conventional managing conception or trends, there is a swing in the awareness of employees in every vertical of the management. Employees look for meaning, purpose and fulfillments in his work, not just efficiency & effectiveness. The world of workforce are young, earn lofty earnings, having a variety of prospect in terms of employments either in India or abroad. They execute better if organization successfully imbibe in their mind that they are valued by interacting with them constantly and consistently. It is perceived that higher the involvement, the greater will be benefits for the organizations. No technology, no systems and no amount of funds investment can guarantee success unless the organization has a committed, dedicated and motivated workforce at all levels. The key factors that establish the success of any business organization is undeniably the human factor. In this era, the need of hours are employees empowerment, employees engagement & employees enlightenment.
Employee engagement refers the level of commitment and involvement of employees towards its organization and values. As such it's distinct as the degree of commitment towards the job, which employees performs and till how long the employee remains with the organization as an outcome of this commitment. According to Hewitt associates "it is also said to be a state wherein employees are emotionally attached in addition to intellectually committed to the job". Employee engagement is intensifying a pleased and trustworthy workforce & imperative for big business organizations as to retain and increase the performance, promise, participation, and perseverance level of the employees. An engaged employee is awake of the business perspective and work with colleague to get better performance within the profession for the profit of the organization, a credence that employer cares about their desires and a faith of support with him. Engaged employees are reported to job with excitement and experience profound connection to their company which helps to move the organization frontward. The engaged employee is competent for radiating a positive energy among his peers and colleagues, creates not only positive energy and better surrounding but also better humans of tomorrow. 
The survey revealed that on an average, only twenty nine percent of the employees are highly engaged in their jobs, and fifty four percent are not engaged. An assessment and investigation reveals that employee engagement is, to a definite degree, amalgamation of organizational commitment and occupational commitments. A border concept theory says that it is vital for Leaders to discover the level of engagement in their organization and execute behavioral stratagem that will smooth the progress of full engagement. They identified ten "Avenues of action" for managers, which was termed 10 C's of employee engagement. These are; connect, career, clarity, covey, congratulate, contribute, control, collaborate, credibility and confidence. These avenues of action can facilitate Leaders to engage employees Heads, hearts and hands in align with business objectives & targets. Currently, Employee engagement is a high agenda of many businesses. According to a report majority of the employees worldwide are disengaged at work and the resulting costs are high. In addition, decreased productivity, employee's contentment and gladness even have an impact on employee's wellbeing. The reports stated that engaged employees incur fewer healthcare costs than disengaged employees.
Fortunately, Business houses have initiated multiple levels of programs on employee engagement to make it more realistic. They are adopting many tips to raise the engagement level of the employees. Firstly, setting of performance goal along with learning goals is to ensure that employees are engaged with the process. Evaluating knowledge retention through using performance metrics motivates employees to gain their achievement and encourage behavioral transformation. Secondly, Setting of individual target considering each employee is special in his expertise, strength and weaknesses, and should get the right learning material and the right assignments at the right time. Furthermore, different people are motivated by different things in term of rewards & recognition (R&R). Tailoring the explicit needs of each employee is one of the paramount strategies for creating engagement. Thirdly, communication is at the heart of employee engagement. Leader or Managers should replicate their hope and communicate their goals to their employees; on the other hand, they necessitate providing their employees with feedback and give them a sense of knowledge to what they're doing wrong, and assurance of what they're doing right. Fourthly, gamification drives employees to engage with their performance or learning goals. In return, Employees receive recognition, status and acknowledgement. Whirling regular work processes into fun and engaging activities drive employees to be more engaged and more devoted to their jobs and assignments. Employee engagement can have a great impact on the company. Dealing with the issue of engagement at work should be top priority for employer who wants their employees to improve their outcomes, add value to the company and contribute to company's success. Adopting the right approaches can make your employees happier, more productive and can help your organization better and more successful. It can also help in building a culture of performance and learning.