Wish To Have An Engaged Workforce? Consider These Tips!

Employee engagement—considered as one of the most serious concerns in every organization’s corporate agenda, is also considered as a deciding criterion in today’s war for acquiring talent. Then,

What is still making employees disengaged?

There could be many reasons that contribute to make a workforce disengaged. These could be low compensations, unclear growth path, no creative liberty, extensive favoritism, and the list goes on!

Employers are now struggling and find this task of engaging employees and retaining employees as a nightmare. The reason is, majorly, either they don’t possess the right HR skills to establish a happy, satisfied and engaged workforce or they find it extremely difficult to recruit those candidates whom the organization really needs!

The consequences of a disengaged workforce can be extremely costly with serious impact on your business, customers, overall productivity, company performance and also employees’ personal lives. Moreover, you may lose your potential employees to your competitors. Thus, the best way to battle this issue is to have:

Don’t let your communication become “Chinese Whispers”:

Make effective and honest communication so that every party involved – employees and employers – is always on the same page in terms of understanding organizational goals and setting priorities.

Make a “Cutting Dash” offer:

Incentivize your employees and keep them fairly paid all the time. Focus on returning equal amount of appreciation as you expect in receiving from the employees in the form of their hard work.

Make sure that you always “Cause a Stir” among the employee:

Make efforts in engaging your employees through understanding their future goals and assigning projects according to their interests. A scope or a boost in their career will definitely make them more engaged.

Work towards building “Happy Camper” employees:

Keep your employee wellbeing always on your priority list. After all, happy employees are engaged employees.

These factors, when applied successfully, will help in motivating employees to a much higher extent.

Lack of Employee Engagement in an organization can have serious detrimental effects on the employees’ productivity as well as the overall well-being of the company. Thus, by gelling brand and people, two of the most valuable assets of any organization, perfectly together will definitely deliver high quality results, as expected. With the aforementioned guidelines, you are not only sure to possess a never like before engaged workforce, you can also enhance internal communications, foster innovation, provide a better than before customer experience and uplift your overall workplace culture to a whole new level.

The Role Of Technology In Making Employee Engagement Better!

 

Why did the great eagles of Gandalf the Grey in “Lord of the Rings” did not fly Frodo Baggins to the Mount Doom for destroying the ring?

This could have been very simple right! If they can fly him back then why not helped him in the first place?

I’ll tell you! Because, there are no shortcuts on the journey to success.

Likewise, keeping your employees engaged and putting efforts in making them satisfied is a continuous and definitely not an easy process which cannot be shortened in any way.

It’s All About Employee Engagement!

As a manager, you know it is extremely crucial to keep your employees engaged but how exactly does it work? Actually, engaged employees are those who make use of their discretionary efforts and have the zeal to go that extra mile, apart from their regular monotonous work. They tend to develop a sense of dedication to their organization and its goals. Therefore, a mutual understanding between an employer and the employee is must to develop which will serve as the foundation of engaging/retaining talented employees and meeting the organizational pre-set goals. It is also equally important to keep this foundation strong, and keep the momentum going.

But, how can you assure the success of such a high-level engagement or build a team with that level of commitment? The game plan is right here!
 

Bring The Power In Your People – With Technology!

The role of technology in business continue to uplift at a very fast pace, and 2015 and beyond will definitely see a plenty of new trends sidelining the old traditional methods. Optimizing the employees’ work potential is almost impossible in today’s culture without making use of various connection options and devices. This displays how technology has deeply rooted itself into our day-to-day life, and for sure, engaging your employees is not at all an exception.
With video communication to social networks to BYOD to embracing mobile technology, the use of tech-enabled engagement is the choice at present by most of the employers.

But implementing the technology blindly can make blunders when your expectation was to make things simple. Thus, before anything is set, consider the following –

Enhance technology comfort – If employees don’t feel comfortable with the newly implemented technology then instead of motivating them, you will receive a reverse affect. Thus, employee’s strengths and comfort levels must be considered before applying any changes.

Once comfortable, keep them informed – Once the employees get hold of the technology, keep them involved in any discussions regarding new enhancements. Every improvement has a purpose, make sure this purpose is clearly publicized.

Analyze whether the motives are met or not – Keep requesting for feedbacks and suggestions to analyze whether the new implementation is successful in meeting the desired targets. Re-assess the situation and the underlying cause if your work culture doesn’t welcome the new system.

The true value of any company comes from its people. If you believe in this motto then it is the right time to employ significant strategies and embed efficient HR software in the organization so that you can engage your employees in a better way.

Fostering a never like before engaged workforce will help any organization in achieving its mission, executing the pre-defined strategies and spawn positive results. However, the specific ways to define and invest in engagement can variate from organization-to-organization based on the company’s objectives, strategies and workforce. HR practices that are carefully crafted can prove to be the key drivers in increasing Employee Engagement and commitment.

Redefining The Traditional Team Model

(By : Prateek Sharma)

From our childhood days, we have been taught to adapt synergism at all stages; sometimes with mutual agreement and sometimes forced, but we all have that spirit running in our veins. 

Being a part of team boosts an individual’s potential to foster a meaningful and fulfilling way of working together. Engaged with a group of people having a common goal, on a worthwhile activity, can prove to be one of the most enjoyable and rewarding aspects of work. 

But what if the team model we knew from all these years is broken? 

By employing clever behavioral economics and considerable motivation factors, a team successfully works together and every member contributes his/her part to the fullest. But it’s not compulsory that each of the member shares great camaraderie with everyone or, say, “were friends”.

For instance, take the technology industry for consideration, where team structure has been given an entire new meaning with the introduction of agile methodology, regular scrum meetings and iterative development. This, along with social media communities, groups, lists and circles, minimized the need for fixed working routines, forced organizational charts and pre-defined seating plans, for the teams to perform better. 

As a consequence, the team rules have been rewritten and member roles are seeing major shift from a fixed to fluid deployment. 

Now is the era of teams who assemble for a fixed purpose, work according to common vision, analyze, plan, build, test, fix, release and then disassemble and perform the same cycle somewhere else and with someone else. 

Withal, being friends with team members could be difficult in this kind of working environment as people are rapidly moved to various teams as per requirements. However, it is quite possible that if any individual don’t feel comfortable in other teams then his/her performance might degrade considerably.

Thus, the need of the hour is that employees sideline their emotions at workplace to successfully adapt to the current culture. However, the sense of teamwork should definitely exist but it must not be confined to just one team. “Comradeship isn’t de rigueur in team for assured success; the team’s success depends on how its members perform together and arrive at their destined goal.”

Prateek Sharma is the Product Owner @TeamWise ( All in one HRMS Solution ), where he is responsible for technically administering and handling all products and features. With over 6 years of experience in software industry, Sharma is a master in applying product development technologies and devising innovative business strategies.

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