Creating and sustaining an engaged workforce still remains a major challenge for most organizations. Gallup’s State of the Global Workplace report states that 85% of employees are not engaged at work. This is a high margin, something that organizations should be wary of. For implementing any kind of strategy aimed at boosting engagement, it is pivotal to familiarize yourself with what employee engagement essentially means. Investopedia defines it as the level of enthusiasm and dedication a worker feels toward their job.
A more elaborate definition would be how a workplace brings in the right set of conditions in order for employees to feel motivated to perform their jobs at maximum efficiency and align themselves with the goals and values driving the organization. So, at the base level, organizations should have a clear understanding of engagement principles and then find ways to effectively put them into action. Bringing all collaboration and communications under one roof is one step to achieving this. For companies that have a mix of hybrid and remote workers, investing in digital workplace solutions like InfinCE seems a viable option. Such virtual workspaces bring a cohesive platform where employees can get every aspect of their job done.
Another way to get these engagement initiatives rolling forth successfully is by ensuring the processes that go behind from HR to job assignment and so forth are as smooth and timely as possible. A clear and transparent process is a sure way to keep employees satisfied and their queries or requests resolved at the earliest. From the side of managers at the top and medium level, engagement simply involves making sure that each employee under them is offered all the resources they need to get their job done fast.
Learning and development strategies are part of this and the manager can ensure that their teams get adequate opportunities to reskill themselves to better suit their job roles and turn into active and productive members of the organization.
Leadership has a great role here by setting an example of what active engagement really looks like. In a company, the leaders and upper management can start by digging into the root causes of disengagement and seeking out employees who are adrift from their work and career goals. They can personally mentor and inspire these employees and act as a model for them to emulate. This will instill a change in perspective as employees will begin to orient themselves with organizational objectives and actively step up to be enthusiastic and contributing elements that drive the business forward.
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