The biggest issue that employers are facing is the volatility of employees and it has become a daunting task to keep the employees fixed to a single organisation like that of yesteryears. What makes it so difficult to hold them?
The reasons can be many which can range from simple to complex and from personal to social. One of the most common reason is that of monotony. We are the same human beings who would not like to hear the same story from a Montessori teacher while we were in Kindergarten. And when it comes to work, we have a variety of options ready and getting bored becomes an easy job.
Sometimes the office culture can be too rigid and strict for some who like more freeness and space to do their work, such employees will quit the organisation if it does not suit their taste.
There are employees who overwork, which is sort of a merit, however, they can get mentally drained out easily and in the long run, it can negatively impact their productivity which would hamper both the individual and the organisation in terms of growth.
Apart from all of these, there are various personal reasons for instability, however, they might not be directly dealt with most of the time.
In order to improve the achieve optimum result in terms of growth and productivity of both on the organisational and individual level, Engagement seems to be the key. There are simple steps for improving engagement simply by prioritizing certain things. This means engagement must be a core function of the manager’s role. The following steps can help the manager to accomplish this.
Step 1 – Put Everyone in the Right Role
Allocating right profile to individuals can be the first step for larger good. As the efficacy will improve when employees are happy with the roles they are in. While some love challenges there are a few who prefer to stay inside their comfort zone where a little push might be necessary, however, everyone likes to do things that they are good at and this should be understood well in advance by the HR personnel and managers. So all talent acquisition and retention strategies ought to be aligned with meeting company goals.
Step 2 – Train them to perform Better
The secret to improvement engagement lies in building an atmosphere of trust and accountability. Since a team is made up of employees with varying capabilities and outlook, a proper training is desirable to fine tune all the rough edges and smoothen it. Training makes employees polished and it also contributes to their interpersonal development. Employees also learn about the organisational aspirations and goals which helps in streamlining their focus.
Step 3 – Task Meaningful Work
This step can be linked to hiring talents, an employer can feel excited by seeing talents walk through the door, but if he lacks a proper vision on how these talents are going to be placed, then retaining talents will be difficult. With a clear vision, employees can do more meaningful work and have a clear understanding of how they contribute to the company’s mission, purpose and strategic objectives.
Step 4 – Provide Feedback Often
Relying on mid-year audit reviews is no-longer in vogue mainly because of two reasons, firstly, new things are always getting added every moment which generate new challenges and has to be dealt with in a new way. The management should be well aware and mentor the talents to fight issues out.
Regular formal and informal exchanges of reports and feedbacks build in a healthy connection between the management and the employees. Today’s workforce craves regular feedback — which of course leads to faster course correction and reduces waste.
Step 5 – Meet, Engage and Discuss
Frequently conducting huddles and brainstorming sessions are the signs of successful managers. Their transparent approach improves engagement between each member of the team. As a group effort is far more engaging and powerful than an individual effort, it should be encouraged to discuss issues and find a solution. These sessions can make everyone feel closer to the cause and make them feel elated by their contribution. Psychologically it also instils a sense of responsibility and ownership in the employees.
Employing all these steps can be rather simple and it will streamline the effort, avoid unnecessary confusion and spillage thereby ensuring success for the companies.
Are Your Employees Engaged?
Employee engagement is critical to the success of any business. When a business has engaged and invested employees, they would do their best to protect the productivity and profitability of the business and contribute to building a fine image of the brand in the business arena. This also results in employee retention and only benefits the firm.