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The question “How important is Employee Engagement for an enterprise” finds itself obsolete in the present context. The high-order significance of this human resource management strategy is not alien to firms which believe in boosting up their sales and bringing in a reiterated culture of high bottom-line performances thereby constructing a team of good morale and hence, an enviable work culture. It has also been said that if an organization is consistently focusing on creating energized employees then that firm is bound to grow by a larger margin than its contemporaries. The good news is that a recent survey by HR Anexi-BlessingWhite- an HR consulting firm dedicated to quality research in the field- shows that Indians are amongst the most “engaged” employees in the world. The word of dismay is that while the corporate managers are fairly happy with this report, the cynics are citing it as a double-edged sword.
The “Employee Engagement Report” by HR Anexi-BlessingWhite suggests a tri-focal engagement strategy for any organization. These three focal points are :-
• How an employee relates to his or her job and employer (current and future);
• How managers work with individual employees to address individual engagement drivers and foster positive team dynamics;
• How executives create an inspiring vision for the future and foster a purposeful culture that makes engagement a core driver of business results.
EMPLOYEE ENGAGEMENT:
A HUMAN RESOURCE MANAGEMENT STRATEGY
“No company, small or large, can win over the long run without energized employees who believe in the firm’s mission and understand how to achieve it. That’s why you need to take measure of employee engagement at least once a year through anonymous surveys in which people feel free to speak their minds.”
-Jack Welch
FMS Scholastic Council