Importance Of Employee Engagement Strategies

Employee Engagement Strategies:

1. Start it on day one: Engagement strategies can be laid from the effective recruitment & orientation programs, i.e. first day of the new employee. A new joiner should be made aware of the organization mission, goals, values, culture, policies & procedures, code of conduct, his (employee’s) role & responsibilities, his current goals & priorities towards the department to which he belongs. This all will enable an employee to develop realistic job expectations & reduce job conflict in future. A manager should recognize one’s caliber & potential & ensure role-talent fit in the specific position & also retaining him/her at that role for longer duration possible.

2. Start it from the top: Employee engagement requires

Build a distinctive corporate culture: A strong corporate culture should be promoted in the organization, where goal & values of a manger are aligned across all work sections. For example, Companies that build a culture of mutual respect by keeping success stories alive will not only keep their existing employees engaged but also reflect in the new incoming employees with this contagious spirit of work culture.

10. Performance based Appraisal System: Organization these days promote or reward their employees on the basis of the quality work done irrespective of the time spent in the organization. This strategy brings the transparency in the HR policy & also open ground for all one who does the smart work is rewarded well.

11. Peer to Peer Review: During the appraisal period, employees are rated not only on the basis of your senior manager but rating & review of your work is been given by your colleague or a team mate or a junior working under you. This rating will rule out the possibility of being judgmental & employee is rewarded for the effort & hard work he has poured

Research highlights more the employee connection to the organizational strategy and goals better is the work done. Organization promoting a culture of learning and development foster high levels of engagement. A workplace without employee engagement will increase turnover, reduce the efficiency of the employees, decline customer loyalty, lowers stake holder value & leading to unhealthy & political work environment. Ultimately, because the cost of poor employee engagement will be detrimental to organizational success, it is vital for HR to foster positive, effective people managers along with workplace policies and practices that focus on employee well-being, health and work/life