Till early 2015, “National Development
Bank PLC” failed to have a proper KPI system to evaluate employee performance.
Hence, there were many concerns over the selection process to promotions and
increments from staff end. This situation led to anchor high staff turnover
from different forums from middle management to clerical level. As such, top
management implemented a new KPI system named “HCM Cloud”. As a result
of that during the year, 2016 to now a significant reduction of employee
resignations can be observed. As per HR sources and calculations, it is a drop
of 38% compared to the years prior to 2015.
Moreover, the Bank conducts a ceremony every
year called “Retail Banking Awards”. The purpose of organizing this
event is to reward the best employees & branches who achieved the assigned
targets during the calculated year. Best individuals and units are getting
awarded by trophies with cash prices on a big stage in the presence of all the
employees. These moves created a positive thought in the mind of the staff to
be engaged with the employer.
Organizational culture makes a considerable impact on
employee engagement. Though it’s carried out by the HR personals, it’s the
responsibility of everybody in the organization. This is one of the important
issues in the global context (Jaramillo and Richardson,2017).
Typical HR decision frameworks also strike as a sample which blocks the
engagement process. Mostly, when a new proposal comes out to enhance the
engagement level, the usual slogan would be “we already have it”. Salary grade
system in one of the major fact which elaborate the resistance to engagement.
There should be a common architecture system to build the bride and the same
should be easily understandable for all the employees of the organization
(Cascio and Boudreau, 2011). Moreover, the compensation policies of HR limits
the outcome of the employees as the same is outdated. This leads to lifting the
staff resignation volume. Hence, having a smooth and cured HR policy creates momentum for high employee engagement (McGuire and Brenner, 2015).
Establishing a healthy communication
approach is much
needed to take the message of the employer to the staff. Organizations require
to deliver the accurate message to the employees though, the same not reach
them in an accepted way due to the barriers of the messenger. Mostly, this is
the duty to middle management. Hence, in the event of passing the inaccurate
content will change the mindset of the staff and the results would be varying
with the expected. Accordingly, particularly employee has to face some negative
consequences on the performance. In order to prevent from same, a clear
communication approach is required and it will be assisted the employee to get
engaged with the organization (Ryerson University, 2011).
Hoyle (2013) emphasis, Complete
training actualizes the brilliance of creating a workforce.
Accordingly, workplace training enables employees to do things differently and
do a different thing. When the employer in need of communicating or do a
behavioral run in the employees, they use this as a silent killer as the impact
will get not expose instead the results. Further, changing behavior is a
questionable offense that is hard to read from the eye of the organization.
However, when new activities become very often employees hug it from both hands
as a practice becomes law in real terms. As such, communicating a change in the
environment via a complete training session will be a definite plus in employee
engagement.
The experience of the employees also a fact to consider when
creating or enhancing employee engagement. This is justifiable and in the
discussion of the eye of employees and organizations. From the perspective of
staff, the experience is the skill and knowledge to work in the organization.
However, the organization defines the experience as what they really want the
employee to be. This is a challenge in day to day life. Hence, just because the
organization does something thing will not help the employee to peruse the same
(Morgan, 2017).
The availability of the positive model to create employee engagement
sounds good. This assists in always identifying organization strength based on
employee feedback. This elaborate where the company needs to be improved and it
shows the improvement in the level of engagement. Elements of the strategy
should be prioritized as per the best understanding of the institution.
However, the clear vision, mission, and objectives should be purely based in
terms of the organization which suits to the employees (Cook, 2008).
Fast track approach should be shown to all the
employees to reach for a higher position in their carrier. This is
resource-based thinking and a technique presented in many ways. It is required
to present the same in a short and understandable way. Then it persuades the
employee to accelerate their performance to reach the expected seat (Ross,
2010).
References
(Blessing White, 2018)
Blessing white (2018)
Engagement model [online]. Available at: <https://www.youtube.com.>.
[Accessed on 6 November 2018].
Cascio, W and Boudreau, J.
(2011) Investing
in people: Final impacts of human resources initiatives. 2nd ed.
New Jersey, Pearson Education, Inc.
Cook, S. (2008) The
essential guide to employee engagement: Better business performance
through staff satisfaction. London, Kogan Page.
Hoyle, R. (2013) Complete
Training: From recruitment to retirement. London, Kogan Page Limited.
Jaramillo, S and Richardson, T. (2017) Agile Engagement: How to drive lasting results by cultivating a flexible, responsive and collaborative culture. New Jersey, John Willy and Sons, Inc.
McGuire, T and Brenner, L.
(2015) Talent
Valuation: Accelerate market capitalization through your most important
asset. New Jersey, Paul Boger.
Morgan, J. (2017) The
employee experience advantage: How to win the war for talent by giving the
employees work space they want, the tools they need, and a culture they can
celebrate. New Jersey, John Willy and sons Inc.
Ross, D. (2010) Managing
people & Performance: Accelerate your career. Fast track to success.
USA, Pearson education limited.
Ryerson University. (2011) Change
Management leadership guide. Toronto.
Organizations can overcome the engagement issues by developing better leaders who are more emotionally intelligent, which means they are very supportive of their team members' performance, and are trustworthy and very keen on their limitations. More importantly, leaders must understand what keeps their employees motivated and engage in enhancing their emotional intelligence which helps them in improving the ability to understanding people (Bolman & Deal, 2014).
ReplyDeleteMotivation is the key fact to engagement. Highly motivated employees will holds hand with the organization to in achieving goals (Pexson 2015)
DeleteOrganizations can overcome the engagement issues by developing better leaders who are more emotionally intelligent, which means they are very supportive of their team members performance, and are trustworthy and very keen on their limitations. More importantly, leaders must understand what keeps their employees motivated and engage in enhancing their emotional intelligence which helps them in improving the ability in understanding people (Bolman & Deal, 2014).
ReplyDeleteEmotional intelligence merge with the motivation. Unable to locate engage employees in an organization who are not motivated (Mercer, 2004)
DeleteDishan, As you explained, Organizations expect employees to always play their part and create new ideas and make new proposals to improve their services and save money on them (Skapinker, 2005).
ReplyDeleteIn order to have a healthy organizational environment, staff should know what are their job role. Further, when the employees are full fill the goals of organization, employer must look after the staff and should let them to enjoy their rights (Joshi 2013)
DeleteAdding some more points Johnson (2004) highlighted that the organization needs to be more flexible according to the new technology and work environment throughout the company. They need to understand that the company was not on the same level a few years ago. Employees adjust by themselves to the work in their lifestyle.
ReplyDeleteMore importantly, leaders must understand what keeps their employees motivated and engage in enhancing their emotional intelligence which helps them in improving the ability to understanding people (Bolman & Deal, 2014).
DeleteAdding more on enhancing employee engagement, Jenkins and Delbridge (2013) proposed that in line with Story’s (1989) contrast between ‘hard ‘and ‘soft’ HRM it was possible to distinguish between hard and soft management approaches to enhancing engagement. In their case studies of two companies, one adopted a soft approach that centered on work design and promoting positive workplace conditions and relationships between management and employees. Enhanced employee engagement was seen as a positive outcome – productivity was not the primary goal. In the other case, a ‘hard’ approach concentrated on directly increasing employee effort to improve organizational performance. In the company using a soft approach high levels of engagement were reported, while in the other company high levels of employee disengagement were evident
ReplyDeleteYes Nalin exactly.
ReplyDeleteMoreover, it is not required to fully concentrate the bonuses and other compensation benefits since the positive culture already impacted on the ground (Friedman, 2014)
Thank you, it is very useful for me to share this work with us, I want to show you something that can give you good information, soft facilities managemenI hope this gives you some tips to work on your upcoming blogs.
ReplyDelete