Most-successful organizations employ highly-motivated and highly-engaged employees. The company is focused, and everyone in the team shares a common vision and goals. The employee engagement works with the general levels of employees’ motivation, and voice of employees as internal customers of the company, their commitments, beliefs and it links results with the productivity. Engagement is about the commitment of employees to reach challenging goals, finding ways to change the way the company works and reach personal satisfaction from the job being done. The high-performance organizations recognized that the engaged employee gives to the organization more than just pure content of the job description. The high-performance organizations measure the temperature in the company using various simple to highly complex employee opinion surveys. They invest into employees, and they find smart ways how to attach people to the organization. Additionally, the motivation of employees is one of crucial responsibilities of Human Resources (HR has to design tools for leaders and managers). HR cannot miss motivation, and engagement of employees in general and long term HR Goals and Objectives. On the other hand, the loyalty and engagement of employees are decreasing in the current post-financial crisis world. Having engaged employees is a key success factor to building the sustainable and highly productive organization.
Engagement is about checking levels of commitment to shared goals, vision and mission. It is about taking whatever steps are necessary to gain the highest levels of motivation. High level of motivation is the ultimate goal for business-driven Human Resources Management function in the company.
Today, all organizations face the issue of decreasing loyalty and engagement of employees. However, this is not a game, which has just one player. Most employees just act as the company does. In the end, the organization suffers from a lack of productivity and performance. It does not lose the know-how, but loses hearts and brains of employees. Improving the engagement of employees is a mission critical long term goal for Human Resources.
Increasing engagement requires a bunch of interconnected activities from Human Resources. There is no single activity; there is no standard best practice or the list of recommended employee engagement activities.
HR has to measure the temperature in the organization. It is always a good beginning to understanding where the organization and teams within in stand. HR can choose from many employee opinion surveys. HR has to choose the opinion survey that fits the requirements. The complex surveys take a long time to fill, but the results are detailed, and most trouble areas are discovered.
HR has a simple objective. It has to lead the initiative to analyze the results of an opinion survey. It has to push managers to set up the action plans for individual departments. It has to design the company-wide action plan for cross-functional issues.
HR cannot solve the issue of the low loyalty on its own. It does not manage employees directly. However, HR designs the framework for the people management in the organization. It starts with the recruitment and selection procedures, internal promotions, job grading system, performance management or pay system. These processes and procedures need to be evaluated, because they can be a significant risk. Loyalty of employees is not influenced by a single piece; it is a complicated and complex system.
HR cannot avoid the significant theme of employee engagement in strategic HR Goals and Objectives. It has to find ways how to incorporate the top management into an arduous job of increasing loyalty of employees. The high-performance company needs to measure the internal temperature; without knowing emotions of employees it cannot reach higher levels of productivity and performance.