Employee engagement; the modern way of managing performance at the workplace. | Ronalds LLP Due to new technology and the diversity of the younger generation (the younger generation has a completely different mindset when it comes to the workplace environment), the HR role has had to evolve and focus more on the workplace culture and employee engagement in order to sustain a high level of performance. Traditionally, the role

Due to new technology and the diversity of the younger generation (the younger generation has a completely different mindset when it comes to the workplace environment), the HR role has had to evolve and focus more on the workplace culture and employee engagement in order to sustain a high level of performance.

Traditionally, the role of the HR department has been development and documentation of policy, managing compliance, handling employee complaints and acting as a conduit between employers and employees.

Employee engagement is the employee’s mental and emotional commitment to their job, their team and the organization’s goals. Unlike employee satisfaction which is transactional, employee engagement is transformational. Effective managers are keen on getting their teams actively engaged as this in turn increases their productivity and reduces staff turnover.

“Engagement is an employee’s psychological investment in their organization and motivation to put in discretionary efforts to produce extraordinary results”- Ken Oehler

Drivers of Employee engagement

  • Personal Growth – Research has established that the workplace having opportunities for growth is a key factor in retaining the current generation of employees. Personal growth is characterized by autonomy, mastery, and purpose.
  • Continuous feedback – This refers to regular actionable tips given to employees by managers on how to improve performance. The area of improvement needs to be tied to a team/organization goal.
  • Recognition – This refers to the acknowledgment of a job well done. It enables team members to feel valued at the workplace.
  • Alignment – This is where the employee’s values fit with the organization’s values which in turn leads to a connection with the overall mission of the organization.

In conclusion, the process of employee engagement is multi-dimensional and needs managers to be deliberate in achieving the same for exponential organization success.

When people are financially invested, they want a return. When people are emotionally invested, they want to contribute” – Simon Sinek

Feel free to contact us

Leave a comment

Your email address will not be published.

This site uses Akismet to reduce spam. Learn how your comment data is processed.

Ronalds LLP

Get In Touch
close slider
[]
1 Step 1
Full Names
Phone Number
Messagemore details
0 /
keyboard_arrow_leftPrevious
Nextkeyboard_arrow_right
FormCraft - WordPress form builder