Why So Important Are The Employee Engagement Activities

Employee engagement is the dedication which employees feel for their organisation. and they always make sure the organisation’s success by achieving targets; engagement of employees, express care, commitment, and results oriented.

Engagement is something which is given by the employee which answers what, how and why the employee's engagement can impact at the workplace of the organization.Engaged employees are  attached towards their organisation, employees invest themselves not only by performing job roles but for the organization as a whole. The positive impact is that engaged employees are more likely to stay with the organisation, perform much better than other employees and act as a well wisher and conveyor of the business. Engagement can enhance organisational liveliness and improved efficiency in implementing and adopting change initiatives. Engaged individuals always work fully in their with increased self‐efficacy which shows increased employee support for the organisation.

Employee Engagement invokes the need of change whether it could be in the form of the changes into work place, changes into decision making policy, changes into leadership, changes be made into training techniques or it can be the organization change to the whole and deep. Engagement cannot only be an activity to entertain or take it as a debate to discuss the issues while playing their role in the organization. When subordinates are given chance to share their ideas and get involved towards the organizational development, it is called as employee participation. Engagement of employee into organizational activities shows the trust organization shows on employee to get involved and share your contribution towards the development and growth. It could be individual or in team. The necessity of employee engagement appears when organization feels to have more dedication, trust and new innovations coming in from the employee's point of view. It assures both that organization is meant for each other and not only with the profit making motive. It is seen that engaged employees are more dedicated to perform given tasks and some times seen that they are so encouraged to take initiatives even after completing the tasks allocated to their role. 

It is necessary to understand what exactly the engagement means. Engagement could be based on some criteria which can be considering the job role, designations, stability of employee, performance or mainly considering the no. of years employee has been a part of organization. Engagement can be in the part of examine and upgrading the job roles. Upgrading the efficient employee results into creative ideas and changes into profile which definitely benefits the organization. Engagement in the form of involvement of leaders or managers implies the need of resources, necessity into policy changes which comes from the mind of employees and this is how leaders and managers act as conveyor and get involved in the decision making procedure. When the stability is consider the chance to come up with new and creative ideas is given to those employees who are trying being stable and contributing through continuous efforts on the tasks. Organization can consider these employees to get suggestions because the stable and calm employees are the best judge behind knowing the employee general tendency about organization. The experienced employees either only support the management or may the support could be qualitative and effective. Engagement by experience employees above 5-6 years in the organization comes up with traditional thoughts. So the cooperation between base and the new pillars of the organization is must and through employee engagement strategy it is possible.

There are some positive Employee Engagement Activities to be practiced: 

(a)  The nature of the work how it can be undertaken 

 The nature of work differs department wise, designation wise even depends upon individually. Still getting involve the employees and allow them to participate into organizational driven activities is better way to let them know where they stand and how effectively they can impress management. However the roles, responsibilities and challenges differs department and designation wise still the chance to overcome with these measures should be given and can be examine what kind of potential the employee has and how it could be utilized for the organizational betterment and individual up-gradation.  


(b) Tasks and goals that has transparent meaning and purpose

As said above that every employee is potential, the tasks and goals set for them should be clearly expressed and guided for the positive results. Before you demand for service the proper guidelines to follow and reference material should be provided. Giving a task and force to complete the target is not correct way to get work done. The organizational motive and goal behind the given work should be discussed, if necessary to guide and train them become helpful.

(c) Development opportunities

Providing or acquiring opportunities not only depends upon the employee's talent and potential how they show but to understand and identify their qualities by management is also equally important. Development opportunities can be taken as in many ways such as; giving unusual tasks, giving targets, providing necessary on job training, team building or leadership. Development takes places when there is active participation of employees towards sharing their views, ideas, coordinating each other, sharing responsibilities which may be out of their job role. But this happen when organization trust them and help them to build themselves for the development of the firm. Hiring new and fresh resources on every new development stage is not really necessary but if proper guidance and training and most important if you will trust your existing one is always beneficial as they are already the part of the organization and are familiar with the work culture.

(d) Rewards and Appreciation

This can be the sensitive part from the employee's point of view. The commitment given by the organization regarding the rewards, incentives or appreciation if not fulfill then it is surely affect the emotion of employees and this can make them feel that organization do not follow the commitment. Presenting rewards or incentives are the attractive ways undertaken to achieve targets or goals which may be sometimes impossible to meet but due to promising monetary returns employee thinks and act much than their specific job role. So rewards, incentives and timely appreciation is very important and effective as it help to get achieve other positive measures like team building, motivation and encouragement which is done automatically when monetary satisfaction is given

(e) Building assertive relationships

Building relationships is very important and it results positively if the relations are not only bonded with the thought of employee- employer relation, monetary purpose or show off where only profit making employees express themselves as they are very useful employees. Building assertive relationships with each department, with every departmental employee becomes necessary to work smoothly with them. Assertive or positive relations should be maintained not only with the purpose of getting tasks done and target achieved in time but sometimes it works so significantly and employee starts work with full encouragement and coordination by which coming up of negative thoughts and negative work place does not take place or get erased automatically.

(f) Open two‐way communication 

Two way communication helps to erase even the thin line of doubt or insecurity both has towards each other and organization as well. Timely communicating helps to understand and overcome the issues or problems resources face while completing their duties. Communication can build trust which ultimately work as motivation and make realize them that their thoughts and opinions are also valuable and they are the strength of the organization.

(g) Inspiring Leadership

Leadership many a times come with the meaning ruling the team. Although it is correct that inspiring someone for leader is the great opportunity given to them but leadership quality must be identified and should not bias. Even these small things can affect employees if leader is wrongly selected or identified to take team towards growth. So leadership should be given to all and the decision making can be done by leader. Inspiring leadership is a process and study which everyone should possess and not only a responsibility to get done by others.

(h) Fun and Get-together

Coming together to share and express views and opinions becomes usual and common for employees at work place. But taking them altogether to some place to be relax is the other way to make strong their coordination and communication skill. Organizing fun or adventurous activities in a way where they need to coordinate with each other, try to understand and accept each other which really very important and implementing this always shows very good impression and impact on both organization and employees.


You may also like
How To Develop HR Strategy