Employee engagement is the emotional connection that an employee feels towards his/her job. This connection is a function of and also drives: the enthusiasm and dedication of employees towards their work, the feeling that they contribute to the achievement of the organization’s goals, and the pride in the work done by them Multiple studies suggest that engaged employees put discretionary efforts in their work. They care about their work & the performance of their organization. Engaged employees are more productive. In fact, according to Towers Perrin research companies with engaged workers have 6% higher net profit margins, and according to Kenexa research such companies have five times higher shareholder returns over five years
Macro To help employees understand organizational aspirations How their day to day contribution leads to accomplishing organizational objectives What needs to change to reach the goals What does the change means for employees? After all, if they do not sign up for it, they will fear it and resist it.
Micro Communicate expectations clearly Build accountability for progress in the system Offer rewards and recognition for good work Provide regular feedback Build career paths
This makes for a compelling business case for organizations to invest in employee engagement at both macro and micro level. It is important that senior leaders drive this culture, build trust with employees and are seen as role models. However, the role of immediate supervisors / managers is most important in driving engagement. They can make a difference by building strong relationship with employees, create robust team interactions and lead in a person centric way. Here is how a supervisor/manager can prove that he/she cares for team members:
Feedback: email@example.com, Prashant@pminorthindia.org
Synergy June 2014, Page 7