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Topic: CAN TECHNOLOGY IMPROVE EMPLOYEE ENGAGEMENT?
Messages (1) Visitors (267)Monika_Sai Member since 06/15/2010 |
CAN TECHNOLOGY IMPROVE EMPLOYEE ENGAGEMENT?
11/10/2010 / 12:01 am #1
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Studies around the world have revealed that engagement levels have a direct impact on employee's performance and consequently on the bottom line. A well established co-relation exists between employee engagement and business results. Engagement : Some Quotes (from articles in professional journals) Work never kills a person; the absence of it (unemployment) has killed many. Remaining idle is not human nature. No one likes to avoid work if there is clarity on what to do & how it will be evaluated. Keeping work force idle produces negativity which impacts on team performance. Engagement comes through involvement; people deliver more if they are emotionally involved with the work. Delaying decisions on personal issues creates stress & diverts employee's attention from work. Absence of engagement is a challenge that can produce industrial unrest. Unless you know people intimately, you can't engage them effectively. To keep their teams engaged, managers have to remain super-engaged. An empowered manager is an incubator of employee engagement. Employee motivation improves engagement levels. Trust, developed through transparency, promotes engagement. Engagement is fostered by Leadership; managers who lead from the front keep their task force actively engaged. Occasional encouragement always improves engagement. Engagement comes through commitment. Attitudinal transformation creates a temperament for healthy engagement. Employee engagement has transformed many organizations. Who is an engaged employee? Experience reveals that engaged employees always demonstrate most of the attributes given below: Good understanding of company's business. Full clarity about own role & job deliverables. Always achieve assigned goals; often exceed expectations. Keen to put in extra-effort to accomplish a task. De-link own performance from rewards & recognition. Keep the work bench neat & tidy and take good care of job tools. Always keen to learn something new. Exhibit high energy levels at all times. Highly information conscious if in the position of a supervisor/ manager. Never say, “it is not my job”. Willingly take on additional responsibility. Have an outstanding record of personal discipline & attendance. Self accountable & highly responsible: have no back-log of work at any time. Always available to assist others; provide willing support to the team. Have a consistently high record of performance. Never come under pressure : always cool and adaptable by nature. Not over-concerned with work-life balance. Bubbling with new ideas: enjoy experimenting. Seldom initiate complaints & grievances. Consciously improve processes that impede work. Highly allergic to slow & sluggish people. Always lead subordinates though personal example. What Reduces Employee Engagement: A common problem with organizations is demanding more productivity without creating a conducive work environment which enables involvement of employees at all levels. Some of the diseases observed are as under: Lack of awareness of the management about the use of modern HR technology to create a healthy work environment. Lack of empowerment of the managers/ supervisors. HR Technology for creating healthy work environment 20 to 30% of an employee's time is spent on personal issues such as: Read Further |
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