In today's corporate world there are a lot of initiatives that are run for improving their employee engagement index. Somewhere, I think there is a disconnect on what it means to the employee. In my view, I think, the more often than not, the whole discussion of Employee engagement for some strange but valid reasons are revolving around fun, outing, lunch, family and so on. I feel it is absolutely necessary, however, in my view it just probably 10% of it.
The other 90% is all about (not in any particular order). There could be many more to this list as well.
- line of sight (how do I contribute to overall organization’s goals)
- how employees feel valued (rewards, recognition, appreciation)
- am I listened (skip levels, luncheons)?
- how my mistakes are received (encouragement to be innovative, am I shielded by my manager)?
- how is my team environment (support from my peers, friends)
- how secured do I feel about my company’s prospects (any press release or rumors within market)?
- am I respected for what I’m (Manager treating everyone equitably)?
- do I have a work environment where I can contribute (training's/support system)?
- does my manager care about me and my well being (professionally and also personally)?
- am I learning constantly (new challenge)?
- are my ideas received well (or at least not ridiculed)?
- have I grown (career progression, new role)?
It is also all about those intangible emotions like passion, pride, honesty, integrity, commitment, respect, trust and so on and these have to be exhibited by the manager first and which will trickle down to the team. These can never be measured with numbers!
To me, Employee Engagement starts and stops with the immediate manager! It is a huge responsibility on the manager's shoulders to keep an employee feeling engaged and have him/her motivated to be committed to the organization, particularly in these trying times that we have put ourselves in!
- Raj
