In the phase of the tough global competition, employee acquisition has become some sort of a “sophisticated” and “well-planned” catfight. However, even in the due process someone always fails to strike the perfect chord and is left behind and the environment seems to have become more pepped up with the introduction of new digital trends.
Today, in this article we will explore the various possible ways of implementing different strategies to achieve the synchronization between the employer and the employee.
A peaceful and a vibrant camaraderie is the mantra for the growth of a company and also indirectly helps in employer branding.
Create a Charming Work Experience
“A great Employee is like a four leaf clover, Hard to find and Lucky to have.”– Tammy Cohen
Employees are the most prized possession of any organization and the health of the company is directly proportional to the employee satisfaction. It is the duty of the employer to ensure the best satisfaction of its workforce. And there are various ways to go about it.
HR, Don’t get too BOSSY!
Human Resource (HR) is a recently created arm of operations and management, which has been assigned the role to give a human touch for smooth running of the management. However, often times we get to see that HR staffs really gets pretty bossy!
And the majority of the complains the employees make is mostly against the HR dept. Since HR has been created to handle the grievances, hiring, and everything to deal with Humaneness; it becomes really hard when all our prayers and complaints fall into an indifferent ear.
In order to create a happy workspace, a strong yet humble HR dept. is most desired.
Tips to Increase Employee Satisfaction
- Be clear about, “who you want to hire? and Why you want to hire?” Often times HR personnel unnecessarily call every Tom, Dick, and Harry for the interview and post that their decision-making skills get clouded and people do talk bad about a lousy HR dept. And it spoils the game.
- Treat your employees the way you would pay attention to your customers.
“According to a survey conducted by Glassdoor, it was found that almost 79 percent of employees gave more importance to the perks and benefits a given company has got to offer as opposed to their salary. This factor is growing in its importance to also influence the career decisions of prospective talent. The survey inferred that specifically two sets of demographics were found to be particularly more interested in these benefits – namely women and millennials.”-article by Forbes
- If not in everything but Money do play a very significant role in our life and half of our happiness and security is linked to those paper notes. So paying salaries on time and occasional perks and allowances do add a bit of magic.
- Since one can assume that HR hires people with merit and wisdom so it will be best to leave their performances to be judged by themselves. This exercise will be full of honesty and transparency and it will motivate employees to compete against themselves.
- When it comes down to appreciation each employee has contributed in some or other way so all deserve a pat on the back!
- Training should be given on time and a deserving candidate should be promoted on time.
- Arrange Technical training to make employees tech-savvy to help them save time and effort.
- Personal Grooming and Confidence-building sessions should be regularly organised.
- No one likes to work extra! Employees are most productive in early hours so unnecessarily increasing the core working hours does no benefit and there are plenty of employee surveys to prove that.
- Organise group engagement games and let everyone feel the workplace like their home.
- Bestow Awards and Recognitions.
- Employ psychologists and counsellors to take care of the mental health of the employees.
- Family issues are important, give space.
A committed employee will make extra efforts to fulfil the goals of the organisation even without any credit or appreciation.
Mobilization of the Workforce
After a successful stride with finer implementation on the management front, now it’s the time to mobilize the workforce to achieve the zenith of progress.
Since we have already ensured that the entire process of performance and feedback is completely transparent, we can club like-minded ones in groups for smooth running.
Each team members will be responsible for their performance both individually and collectively and upon perfect delivery of work, one can stake claims to points according to a pre-decided slab. And post adding the points one can claim and appraisal every six months.
This will be the most healthy competition and it will take employee engagement to its height. As each individual is responsible for their growth there will be a less room for conflicts and “Cold Wars”.
Let every Friday be an Idea day
The entire workforce is a family and we should try to achieve that at least in some ways. Finish the business’ of the day by the first half and then request the entire office to gather.
Inculcate even the peons and kitchen staffs, let the top leaders to the lowest rung of employees take part in this idea sharing game.
After a week’s work, we all will have many stories to tell, ideas to be shared and resolutions to be taken for solving something imminent. Let it be a live experience and let everyone feel wonderful about their contribution.
Allow Saturday to be holidays with no work to be carried back home as a strict policy as rest is more important than our ever-increasing ambitions.
Employee engagement like wooing a partner, is not a one-time effort. It’s a continuous process for as long as the relationship lasts”-Forbes magazine
The success of an organisation is linked to the health of its employees and a successful employee engagement can prove most advantageous in retaining talents and reaching the near-optimum level of delivery, thus enrich the lives of its employees and simultaneously fulfil its aspirations.