Employee
Engagement Challenges Due to Employer’s and Employee’s Environment
Kumar and Jha (2018) Categorized employee engagement challenges
as follows
Employer's environment and background can be
listed as
- The
expectation of results in the short timeline
- Communication
- Accountability
and responsibility
- Leadership
- Selection of
parameters to engage
Employee's environment and background can be
listed as
- Age and
generation varied expectation
- Change in
expectation
- Perception and
relativity
- Educational
background
- Geographical-cultural-language
challenges
According to Rangarajan (2014) the solutions for improving employee engagement are as follows
- Standardize the interview method to hire best quality workers.
- Provide workers with clear goals then track, identify and encourage their progress.
- Promote communication between management and workers.
- Offer personal development opportunities to workers.
- Offer feedbacks and recognition.
In the following video clip, Brent Gleeson shares with
us his top ten ways to improve engagement, customer and employee retention and
profitability in an organization. The video also indicates how defining,
measuring and improving employee engagement has been a hot subject over the
past 20 years as new generations enter the workforce seeking new opportunities
and upward mobility. It also shows how leaders and managers understand that engagement
is the most main component which affects company performance and profitability.
Video1.0: Ten Ways to
Improve Employee Engagement.
(Source: Gleeson, 2020)
At my current workplace, the HR team does an employee
engagement survey on annual basis. On that survey, employees have been asked
many questions related to the work environment, immediate supervisors,
work-life balance, rewards and job satisfaction. This survey helps to
understand the employee engagement level of each staff of the organization.
Later the changes are made in related to the outcome of the survey.
List of References
Armstrong, M. (2014) Armstrong's
handbook of human resource management practice. 13th edition. London: Kogan
Page.
Gleeson, B. (2020) 10Ways to Improve Employee Engagement//
Taking Point Leadership. [Online video]. Available at: https://www.youtube.com/watch?v=QmatpxNCmRg [Accessed on 06 April 2021].
Kumar, p. and Jha, M. (2018) A
study of the Challenges in Implementing Employee Engagement Program with
reference to IT organization. IUJ Journal of Management, 6(1).
Rangarajan, B. (2014)
Issues and challenges faced by HR managers in employee engagement in IT
sectors. International journal of innovative research in science, 3(6).
Society for Human Resource Management, (2016) SHRM
Research Overview: Employee Engagement. Society for Human Resource
Management.
Swarnalatha, C. and Prasanna, T. S. (2013) Leveraging
employee engagement for competitive advantage: HR’s Strategic role. Global
journal of commerce and management perspective, 2 (1), p. 5.
Thanks for providing the detailed analysis regarding this topic. It is challenging to maintain a positive and mutually satisfying relationship between the company and the employee in the long run. The company has to look into numerous financial stability, product development and innovations, and industry rivalry (Bhatnagar, 2007). However, companies should focus on employee engagements as diversified and skilled employees are critical and essential in dynamic environments (Shaheen and Farooqi, 2014).
ReplyDeleteAgreed with your comments Harsha, Organizations now accept the employees to be full of enthusiasm and show initiative at work, the organization wants the employees to take responsibility for the development. organizations want the employees to be engaged (Bakker and Leiter, 2010). The employee needs to be motivated constantly throughout their stay in the organization. An employee needs to be encouraged to put in the best effort for the organization (Gowda and Siddegowda, 2018).
DeleteAgreed Nivethini,Engagement is a workplace approach designed to ensure that employees are committed
ReplyDeleteto their organization’s goals and values, motivated to contribute to organizational success,
and are able to enhance well-being of their lifes as well(Shrestha,2019).
Agreed, Employee engagement levels are determined by the strength of the employee's relationships with supervisors and co-workers, as well as their belief in the ability to perform the jobs effectively. Other findings show that maintaining high levels of employee engagement is a significant challenge among HR professionals (SHRM, 2016).
DeleteAgreed Nivethini, Employee engagement has emerged as one of the greatest challenges in today’s workplace. With complexities and stringent regulations in many organizations, employee engagement will continue to challenge organizations in the future (Mishra et.al, 2014). This aspect challenges
ReplyDeletemanagement because engagement is a critical element in maintaining the organization’s vitality, survival, and profitability (Albercht et.al, 2015). Organizations that have highly engaged employees have greater profits than those that do not (Society for Human Resource Management [SHRM], 2014). Organizations with highly engaged employees experience increased customer satisfaction, profits, and employee productivity (Ahmetoglu et.al, 2015).
Agreed Indeevari, Employee engagement is a predictor of positive organizational performance. The established employee engagement is built on the foundation of concepts like job satisfaction, employee commitment and organizational citizenship behaviour (Markos and Sridevi, 2010).
DeleteAgree with you. Employee engagement is closely linked with organizational performance outcomes. Companies with engaged employees have higher employee retention as a result of reduced turnover and reduced intention to leave the company, productivity, profitability, growth and customer satisfaction. On the other hand, companies with disengaged employees suffer from waste of effort and bleed talent, earn less commitment from the employees, face increased absenteeism and have less customer orientation, less productivity, and reduced operating margins and net profit margins (Markos and Sridevi, 2010).
ReplyDeleteYes Chamara, The flow is that employees feel when they act with total engagement. An employee may be doing the task at full capacity while engaged. The qualities of when an individual is engaged to include intense and focused concentration on the tasks at the present work (Csikszentmihalyi, 2014).
DeleteAgreed with you Nivethini, and adding that, Vigor is the willingness of the employees to do the “hard” work, having the determination and the willingness to put in the time & effort that is needed to get the difficult work done (Admasachew and Dawson, 2011).
ReplyDeleteThank you for your comment, The ability of a leader to manage employee engagement is likely to increase performance and improve productivity (Kumar and Sia, 2012). To increase employee engagement, managers must identify employee needs in the organization (Kapor and Meachem, 2012).
DeleteAgree with you Nivethini. In addition, companies should design and implement a customized process to increase the levels of employee engagement. The basic processes include preparing and designing with identification of requirements, designing employee engagement survey with right set of questions, result analysis, action planning and action-follow up (Addo, 2020).
ReplyDeleteAgreed, Organizational leaders face many challenges by providing job roles to meet individual needs and attracting the best talent to maximize productivity and growth (Little, 2012). Leaders who value, develop, and grow employees may achieve increased organizational performance (Boverie et al., 2013).
DeleteWhile agreeing with you Nivethini, Organizations across the globe are faced with more change than most can handle — in order to compete and dominate their segment they are required to grow faster often giving them less time to focus on managing all of their financial goals. They are forced to grow quickly with fewer resource - to do more with less. Managers have to learn to excel in managing themselves, their teams and meeting organizational goals simultaneously (Gleeson, 2007).
ReplyDeleteYes Vindya, Employees are willing to work with competent peers. If there are no competent environment employee engagement decreases, at the same time, when teams of highly competent people are brought together, employee engagement tends to grow (Balaji, 2014).
Delete