Employee Engagement Strategies

995 Words 4 Pages
Introduction
Over the recent decade, employee engagement has grown to become a critical area of research and importance. It has shown that, most firms are willing to go above and beyond to invest in their employees, in order to enhance their productivity and more importantly, to retain them.

A brief history

In order to understand employee engagement, one needs to understand how the concept came about in the first place. In this ever evolving and competitive world, demand and efficiency are the key factors to success. Therefore, in an attempt to meet demand and out perform competition in the quickest, most efficient and profitable way, became crucial. Over time this lead to an integration of technology within firms and at every level of business
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Learning is one employee engagement dimension and has shown to enhance employee engagement and motivation at work. As per an Italian study by Panari et al (2010) showed, that there is a significant relationship between workplace learning opportunities and an increasing level of satisfaction, reducing stress and improving work life balance. Today a large number of firms provide coaching and mentoring to promote learning and enhance employee knowledge and skills. P&G has a career development program designed specially for their employees, which tracks their career development in the organization and identifies individuals with high potential for a “destination job” provided they continued to work in a consistent …show more content…
Individuals often realize their true capabilities when working with fellow colleagues as a team, which might help them realize, where their strengths and weakness lie and how they can improve on them. This not only helps in elevating self -confidence and self-esteem but has also proved to be a useful technique, to boost employee’s competitiveness and motivation levels. According to Clifton (2008), friends at work and good relations with members of the organization, also help in keeping employees satisfied and engaged.

Internal communication has been proven to be one major source of employee engagement as per Pollitt (2008) research. It showed that there was a significant impact of internal communication on performance efficiency and was much higher as compared to training. Since effective communication is a two way street, it helps convey the roles and responsibilities of employees in the organization, as well as giving employees the freedom to voice their opinions in an effective

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