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    Posted July 29, 2011 by
    Shamimhin
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    New York, New York

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    Corporate Employee Engagement: Increasing Productivity and Profits

     

    Corporate Employee Engagement (CEE) is the sense of an employee's purpose and meaning within their position leading to increased productivity. It is an essential part of having effective management and a high-performance culture within the organization as employees understand their roles and purpose.

     

    TYPES OF EMPLOYEES

    There are three major types of employees within an organization. The first type is the engaged employee who has a sense of purpose and understand his/her impact on the organization. The second type is the disengaged employee who do not understand how his or her purpose nor the impact on the organization. The final type is the actively disengaged employees who act out their insecurities within their positions and undermine other co-workers.

     

    Both disengaged and actively disengaged employees have low productivity, poor health, and work-related stress leading to their resignations. Exiting employees lead to operational inefficiencies and negative customer satisfaction. The organization suffers due to increasing turnover costs and eroding corporate profits.

     

    BENEFITS OF A CEE PROGRAM

    According to Hewitt Quarterly Asia Pacific, a newsletter provided by Aon Hewitt who specializes with strategic human resources consulting services, organizations with high employee engagement are 78% more productive and 40% more profitable. A profitable organization with an under engaged workforce will have profits that are short-lived compared to an underperforming organization with highly engaged workforce. Organizations applying a CEE program nurture the best teams with loyal and innovative employees allowing for greater improvement in productivity and revenue growth.

     

    CORPORATE CULTURE

    Developing a CEE program begins with creating the proper corporate culture where hope empowers will. Hope needs direction otherwise it could lead to pessimism or an unlikely negative outcome. Corporate cultures direct the level of hope where decisions are put into place. Corporate culture includes defining values, beliefs, directions, and expectations which will ensure a positive morale within an organization.

     

    CORPORATE COMMUNICATION PROTOCOLS

    It is important to communicate the corporate culture through protocols designed to be consistent, clear, and concise. Communication protocols must provide strategic advice between management and employees including organization's priorities, strategies, and current level of performance. Management has the responsibility of providing a consistent frequency and venue for the information to be released so employees are aware when and where the information is released.

     

    A disengaged manager will lead to disengaged employees who are resigning to get away from a bad manager. It is important to link employee engagement to high performance starting with the CEO and the first line managers. Communication must flow from a macro to micro level. Customer satisfaction, current levels of quality, training and performance must all be measured and communicated.

     

    HIRING AND TRAINING PROGRAMS

    It is important to hire correctly with the right behaviors matching your corporate culture traits. Identifying employees who match the corporate culture will create the competence needed to establish an effective CEE program. Clarity must be established for employees to understand their job expectations.

     

    Employees will be looking for ways to improve however they need the right tools. Having the right employee with the combination of knowledge, skills, and behavior to improve performance will allow employees to be more engaged because they feel they have influence within the corporation.

     

    MEASURE FEEDBACK FROM EMPLOYEES

    Once corporate culture and communication protocols have been established, the organization's hiring and training programs need to be tested through feedback mechanisms. Activities include engaging employees by asking questions including what to start doing, what to stop doing, and what to keep doing within an organization. Engaged employees take ownership within organization. Measuring these answers will indicate the level of employee satisfaction and impact current leadership. Leadership is the level of self-awareness on has over the situation.

     

    Measurement tools include progress reports, employee assessments, and 360-degree reviews to create a benchmark for performance comparison. The CEE program must be able measure employee feedback to determine to the current status coincided with appreciation and reward incentives. Showing respect through appreciation must be specific and frequent so the employee can relate to the accomplishments rather than general praises which are mean meaningless. Reward incentives recognize realistic targets employees have achieved.

     

    Other tools include face-to-face, survey drives, discussion forums where common purpose, vision, and values. These tools create an attractive environment for trust to be created. More informed and involved employees are productive when two-way communications are open to involve them within any decision-making process. Employees need an opportunity to be heard without fear of reappraisals so trust is created between them and the organization. It is important to listen and understand employee feedback as it is an important part of corporate culture as well as the CEE program.

     

    MISCONCEPTIONS OF EMPLOYEE ENGAGEMENT

    Employee engagement is neither happiness nor motivation. Employment engagement is the both the emotional and intellectual level the employee can sustain satisfaction within the workforce. It defines the employee's purpose within an organization and their ability to influence the outcome. High-commitment organizations with a sense of dedication, motivation, and a sense of belonging out-perform those with low commitment.

     

    It is important never to stereotype employees by class, age, race, etc. Stereotyping leads to the wrong conclusions because every employee has different needs and values. It is important not to project how a manager would like to be treated as an employee. Not all employees are motivated by money however all are motivated by achievement. It is important to understand that people are engaged very differently within an organization.

     

    A properly incorporated CCE program within an organization includes a process of communicating the corporate culture to trained employees and measuring their feedback. It focuses on relationships rather than tasks. CEE programs create a positive corporate culture fostering a learning environment for employees. A learning environment promotes creativity leading to increasing employee contributions to the organization. Employees within these learning environments will have a sense of belonging and will work harder if things do not go as planned.

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