Having employees report
to work every day does not necessarily imply that an organization has engaged workforce.
The work place is evolving and people who are involved in engaging employees
are expected to evolve as well. It is no longer business as usual in the
workplace. The trend has long changed, it is more of a “win win” situation
between employees and employers.
The responsibilities of organization’s stakeholders especially line managers or supervisors cannot
be overemphasized, in understanding their workers’ individual differences
and mapping out ways to effectively engage their skills and personalities
towards achieving organizational goals. While it is important to effectively
engage employees in achieving organizational goals, disgruntled and unhappy set
of employees will most likely be difficult to be successfully engaged.
There is need to strike a
balance between what the organization desires from her workforce (Engaged
Employees) and what the employees also want in return (happiness or job
satisfaction), it is therefore the responsibility of the supervisors to
adequately recognize and reward excellent work and create a conducive
atmosphere for the workers. Employee recognition does not have to come only during
appraisals which is usually timed, it is better to celebrate employees achievement as soon as it is noticed, prolonging recognition might not yield the
expected result.
Organizations that
desire good results from their workforce must cultivate the habit of training
their employees, encourage and recognize self-development. The training should
be geared towards organizational needs as well as individual needs. Focusing on
training that will only lead to improved productivity without impacting on
the individual employee could be detrimental to the organization.
The 21st century employee does not just opt for
any kind of job but jobs that are self-fulfilling with an avenue to learn,
improve oneself and me
Most high flyers in
organizations desire challenges and if such group of workers do not have such
work environment there is absolutely no way they can be engaged. Organizations
should constantly pay attention to their workforce expectations. This can
be done through the use of anonymous surveys since they encourage sincere and
insightful feedback.
When organizations seem
to have harnessed all aspects of engaging employees and the expected results
are still not achieved, the organizational leadership styles should be
examined. There are various leadership styles that can be harnessed with regards to the
group of individuals under ones control. No two individual possess the same
characteristics, and therefore a blend of leadership styles might be effective
in bringing out the best within ones team. Research conducted by Dr.
Brad Shuck, on engagement psychology shows
that employees who work with compassionate leaders are usually more engaged.
Thank you....
Stella Harachi Jelugbo
Human Resource
Professional
MA HRM, ACIPD, ACIPM.
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