Nayana Lal Vattakunnel

Today’s firms are contending with a clash of generations and a war on talent. Employee engagement is center stage in HR right now, for good reason. Gone are the days which witnessed an increased attrition rate and that called for a refined atmosphere. A thought on what employers can do to surpass it pointed to employee engagement. Engaged employees are better producers, they’re more committed to the organization. We are dealing with certain thought forms that will be helpful in charting a path to employee engagement.

Engaged employees aren’t just motivated by money, position or power-they are motivated by shared values, objectives, trust and purpose. To have a great team you need to have great hiring practices, an evolving and fruitful culture and constant monitoring. All those efforts need to get balanced by a compelling leadership.

An emotional commitment to the organization is what needs to get planted and flourished. For that the leaders have to take time to forge an emotional bond with the employees. A happy and productive employee definitely is a result of emotionally committed leadership!

Every organization has their own unique culture and that is where the candidate needs to fit in. If the culture is not compatible with the traits of the employee it definitely will create problems. Today, people don’t look for just a company; they are looking for a company whose culture is the best fit for them. Employees definitely are looking for shared objectives, challenging work, committed leaders and exciting peer groups.

People want to know why they should engage with your organization. They want to know why they should work for you, why they should care, why you’re a better bet than the competition. Be prepared to tell them, EVERY DAY.

To get great employee engagement you must first start by engaging the top leadership. Engagement isn’t magic, it’s craft. Engagement is built by creating trust, which engenders loyalty. It requires open communication, clearly-articulated goals and unambiguous expectations. It demands shared values and well-understood reward systems. Engagement is not a destination; it is a continuous effort to cope with the changing stimulus.

Engaged organization means improved values, amplified results, and happier customers!