How employee engagement is related to organizational effectiveness?

By Tanuja A Akkannavar Tuesday, 10 September 2019


Employees may appear happy at their workplace but this may not mean that they are truly enjoying the work. Employee engagement is the most prominent factor for every company in the accomplishment of the objectives also, a fully engaged employee will work for the company without asking for anything in return. John Gaunt, Chief Human Resources Officer at Synechron stated, “A recent study found that 92% of employees said positive workforce experiences matters the most to them, while 66% said being valued and recognized came was the most important aspect of employment. This is why it is so important to create a commitment to current and prospective employees.”

An organization has to remember that employees lead to the productivity and, attainment of the goals and objectives of the company.  Organizations with high employee engagement always head towards profit and stand out as a brand in the market. If the company fails in providing the expected facilities and benefits to the employees, they may quit the job by finding better opportunities that fit into their list of requirements. Understanding the employees and providing them the factors required may effect on the functioning of the firm. There are several factors that are related to organizational effectiveness that encourages employee engagement, the following are few of them:

1.      Management Principles –

Every organization has a board of management that looks after the functioning of the firm, the management principles cater to a huge element in employee engagement. According to the abilities and skills, the company should hire the employees and provide the right resources to the workforce. The management should treat the employees equal by making them a part in the decision-making task.

2.      Rewarding the Employees –

The work completed by the employees has to be executed well in and around the company. The workforce seeks for the recognization for their work, they admire if the firm gives credits to the deserving employees who have worked hard in accomplishing the company goals. For example, if an employee gives an excellent presentation on any project, in most of such cases only the presenter is being praised, but the person behind the completion of the presentation should also be rewarded for his outstanding creative work.

3.      The Quality of Work –

Employee engagement also depends on the quality of the work that is provided to the workforce. The work should provide complete satisfaction to the employees and keep them enthusiastic to work more for the firm. The firm has to let the employees free in creative thinking, they should give opportunities to different teams to work on big projects and showcase their skills.

4.      Voice to the Employees –

Employees should be kept in the front line, the feedback of the employees should also be considered as important as the management and the customers. They should be counted valuable in the process of making decisions for the company. If the company takes any wrong decision, an opportunity should be given to the employees and their opinions should also be taken into consideration by the firm.

5.      Support by Leaders  –

The leader may also be encouraging at times, and also discouraging sometimes, this attitude of the leader towards his team members decides the level of employee engagement of the organization. The leader should maintain the level of understanding and coordination among the employees.

The organizations should always target on increasing the level of employee engagement. Today, employees have the power tool of getting success to a company; hence the company has to prioritize the requirements of the workforce. By measuring the level of the employability the firm can engage the workers according to their capabilities. Employee engagement has a complete effect on organizational functions. 

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