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I wonder if there is something known as 'active employee engagement'???
Well!!! the several surveys lead to the conclusion that it exists. Even Professor Google has numerous definitions for it.
But when I ask the meaning of 'active employee engagement' to a few senior professionals. They say that it's all about keeping the employees happy enough through recreational activities/fun activities'.
I do not endorse that at all. I will explain /justify that through an example. If an 'actively disengaged employee' gets to participate in your company's so called 'Disco Dandiya event'. Will it help the HR team to stop him from bad mouthing about the company or raise his work performance standards????
No!!!! most likely!!!!
He will get a good excuse to get away from his work and also have a social gathering which he can entertain through his bad mouthing about the company.
Let's apply common sense and change our approach towards employee engagement.
The purpose is to get the associates excited about their job and perform better through greater involvement and ownership.
Include the following in your employee engagement tool kit:
1. Superior Learning and Development.
2. Competitive Compensation.
3. Most importantly, foster a culture of 'goodness'. A place where the right virtues and values are recognized and appreciated genuinely.
4. Have some real 'fun' after getting the above three points right in place.
Jai Ho!!!!
Saikat Saha
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Great insight Saikat!
ReplyDeleteJust wanted to add one interesting fact I have noticed about employees.
Anyone is most inclined to discuss his/her job 2 weeks before he gets in, 2 weeks after he's in and when he's planning to quit.
Our reputation as a preferred employer I think is made or broken during these phases.
So these are phases we should watch out for in an employees life cycle with organizations and bring out our best during this time.
Namely;
- Effective and regular follow ups and feedback during the selection process; even rejected candidates should in my opinion be followed up with and given constructive feedback.
- Effective onboarding during the first 2 weeks so the employee feels welcome and comfortable and has understood his job clearly.
- Grievance redressal and effective ombudsman mechanisms to capture any disengagement so the organization can work on it and eliminate the same on time.
Thanks Aparna :-)
ReplyDeleteI really love your observation regarding the 2 weeks period. Let's call it the sweet spot. HR needs to recognize and leverage this sweet spot.