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STEP 1: Build Commitment
Commitment is directly proportional to loyalty. The more dedicated an employee will be towards the organization, the more he/she will work hard to prove his/her potential, thereby adding to the bottom line.
STEP 2: Create ‘engagement champions’
The ‘Employee of the month’ is a case in point here. At the end of every month, the most networked, well-connected employee may be rewarded for maintaining the right attitude towards work. This will not only motivate the recipient but also, all other employees. The benefits of the often ignored reward system are myriad!
STEP 3: Equip people
An empowered workforce is an efficient workforce. The maxim “Power to the people”, graduates to a whole new ground here.
STEP 4: Align practices
For correct implementation of the employee engagement processes, it is essential that all activities are co-related vertically and horizontally. Only a combined effort can cause a real change.
STEP 5: Measure progress
This helps by eradicating the chances of poor performance or low involvement in the engagement activities because when the employees are made aware of the fact that they being judged, the tendency to slack becomes rare. Also, this gives a proper metrics to the reward system.
STEP 6: Take action
In the final step, the blueprint of employee engagement is brought to life by careful and planned implementation of each aspect.
The benefits of a well-planned and correctly implemented employee engagement system are apparent but the critics comment that the rigorous research, planning and implementation activities may take a toll on the most precious resource- Time. The organizations should not bite more than they can chew. Work must progress one solid step at a time, with regards to employee engagement.
Shivangi Singh
Institute- Raj Kumar Goel Institute of Technology for Women, Ghaziabad
FMS Scholastic Council