Employee engagement is an extremely important ingredient for the success of an organisation. Engaged Employees are happier & more productive then non-engaged workforce.
The ability to grow, adapt and innovate might originate with the CEO and other management officials; however it is the employees that execute initiatives of leaderships determining the ultimate outcome of the company.
A lot of discussions and research regarding the value of engaging employees has been done so far. You might be pondering, what does engaging employee mean?
Engaged employees can be defined as those who are passionate about the employer, actively support and participate in strategies of management and believe their individual contributions are valued.
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Hence, if employees are important then why are not organisations putting in more efforts for engaging them?
Along with pay, benefits and apathy, there are several other factors which inhibit leadership or management from grooming a well-engaged employee team.
Here are a few main challenges which organisations should address for ensuring successful implementation of employee engagement program.
Pamphlets, email, intranets and newsletters are not effective as they neither convey important message or content nor reach every employee.
Not only are these tools cumbersome to use but are also not timely. In fact, those who do not have computer often do not even get to know about these tools of communication.
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This is the problem associated with existing tools. However, it is moderately philosophical too. In the current era, employee communication is mainly top-down.
Employees should be able to engage in a timely manner with superiors, subordinates and peers. Sharing ideas, innovation and resources is difficult given the present tools, however, impossible if an organisation does not implement ways for the workforce to share enthusiasm and ideas.
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In today’s corporate scenario, come from diverse backgrounds. Organisations encounter challenges while sharing concepts and information between employees speaking different languages or are based in some other country.
A shared initiative or goal which works perfectly well in one geographic location might get hampered in some other region because of language differences and cultural issues.
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Planning as well as the implementation of employee engagement programs is centered in one of the two areas – Internal Communications or Human Resources.
While internal communication teams and workforce communications are just the great places to start with, both working together can give more productive results.
Each team brings strengths lacked by the other. In addition, to make sure that these two groups work in an effective way, they have to rely upon other resources including the public relations, the IT, social media and marketing teams.
Employee engagement, without any doubt, can help in increasing competitiveness and performance of an organisation. Addressing above stated five challenges can deliver the high return on investment.
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