0Employee Retention (Women)
An organization’s productivity is measured not in terms of employee satisfaction but by employee engagement. Employees are said to be engaged when they show a positive attitude toward the organization and express a commitment to remain with the organization.
Organizations that believe in increasing employee engagement levels focus on:
Culture:
It consists of a foundation of leadership, vision, values, effective communication, a strategic plan, and HR policies that are focused on the employee.
Continuous Reinforcement of People-Focused Policies:
Continuous reinforcement exists when senior management provides staff with budgets and resources to accomplish their work, and empowers them.
Meaningful Metrics:
They measure the factors that are essential to the organization’s performance. Because so much of the organization’s performance is dependent on people, such metrics will naturally drive the people-focus of the organization and lead to beneficial change.
Organizational Performance:
It ultimately leads to high levels of trust, pride, satisfaction, success, and believe it or not, fun.
Increasing employee engagement
Provide variety: Tedious, repetitive tasks can cause burn out and boredom over time. If the job requires repetitive tasks, look for ways to introduce variety by rotating duties, areas of responsibility, delivery of service etc.
Conduct periodic meetings with employees to communicate good news, challenges and easy-to-understand company financial information. Managers and supervisors should be comfortable communicating with their staff, and able to give and receive constructive feedback.
Indulge in employee deployment if he feels he is not on the right job. Provide an open environment.
Communicate openly and clearly about what's expected of employees at every level - your vision, priorities, success measures, etc.
Get to know employees' interests, goals, stressors, etc. Show an interest in their well-being and do what it takes enable them to feel more fulfilled and better balanced in work and life.
Celebrate individual, team and organizational successes. Catch employees doing something right, and say "Thank you."
Be consistent in your support for engagement initiatives. If you start one and then drop it, your efforts may backfire. There's a strong connection between employees' commitment to an initiative and management's commitment to supporting it.
An organization’s productivity is measured not in terms of employee satisfaction but by employee engagement. Employees are said to be engaged when they show a positive attitude toward the organization and express a commitment to remain with the organization.
Organizations that believe in increasing employee engagement levels focus on:
Culture:
It consists of a foundation of leadership, vision, values, effective communication, a strategic plan, and HR policies that are focused on the employee.
Continuous Reinforcement of People-Focused Policies:
Continuous reinforcement exists when senior management provides staff with budgets and resources to accomplish their work, and empowers them.
Meaningful Metrics:
They measure the factors that are essential to the organization’s performance. Because so much of the organization’s performance is dependent on people, such metrics will naturally drive the people-focus of the organization and lead to beneficial change.
Organizational Performance:
It ultimately leads to high levels of trust, pride, satisfaction, success, and believe it or not, fun.
Increasing employee engagement
Provide variety: Tedious, repetitive tasks can cause burn out and boredom over time. If the job requires repetitive tasks, look for ways to introduce variety by rotating duties, areas of responsibility, delivery of service etc.
Conduct periodic meetings with employees to communicate good news, challenges and easy-to-understand company financial information. Managers and supervisors should be comfortable communicating with their staff, and able to give and receive constructive feedback.
Indulge in employee deployment if he feels he is not on the right job. Provide an open environment.
Communicate openly and clearly about what's expected of employees at every level - your vision, priorities, success measures, etc.
Get to know employees' interests, goals, stressors, etc. Show an interest in their well-being and do what it takes enable them to feel more fulfilled and better balanced in work and life.
Celebrate individual, team and organizational successes. Catch employees doing something right, and say "Thank you."
Be consistent in your support for engagement initiatives. If you start one and then drop it, your efforts may backfire. There's a strong connection between employees' commitment to an initiative and management's commitment to supporting it.
