Improving employee engagement according to the profile of the worker?
We are living in changing times and in a sudden way. Prioritising the emotional health of the employee is related to the commitment and engagement he feels towards the company. In this post we will focus on the importance of improving employee engagement of the company, focusing on relational needs, i.e. reciprocity with any member of the company in the workplace. In addition to how to achieve a pleasant environment for all members of the company.
What is the employee engagement?
For an employee to feel the need to interact with colleagues they must have a common goal, sometimes it goes beyond a work goal. This explains why employees who are most committed to the company are usually those who have a more emotional commitment to it, that is, those who somehow identify themselves with the values of the organization. To describe this emotional link with the company's values, and the goals to which they devote their greatest efforts, we talk about employee engagement.
To know more about how to improve employee engagement visit our post: "Ways to improve employee engagement".
Are we aware of how we express the objectives?
One of the key points in the issue of improving engagement has to do with realistic objectives. We often take certain tasks for granted, and consider that people are aware of what we think. But communication is still very important, since most of the time when there is not clear communication, there end up being problems of interpretation.
It is advisable to review the workload in order to avoid causing stress among the members and also to find out the opinions of the employees. For example, at what point they feel comfortable and at what point they do not give their best due to the overload of work. It is important to have constant, clear and specific objectives for each sector, position or department. In addition, optimizing constantly the communication tools and having feedback or suggestions from staff will bring them closer together.
‘It is advisable to review the workload in order to avoid causing stress among the members and also to know the opinions of the employees'.
Depending on the profile of the employee
There is a term of effective engagement, which is related to knowing workers according to their function but also according to their preferences. For example, in general, younger people enter more motivated, proactive and it is easier to maintain that alignment if they feel that their values, for example of innovation, match those of their company. Sometimes it is useful to promote open working environments or cooperative innovation with groups of employees.
According to a study published by Texas A&M University-Commerce, proactive and self-directed work characteristics of an individual, help mobilize commitment and future behaviors in the company. They also propose that resources and work demands are related, and its effect arises in the commitment and innovative behavior. It was also found that committed employees are more likely to behave in an innovative way by activating coping strategies to address challenges. This shows how an employee's commitment and coping skills work together to facilitate innovative behaviour.
So it is important to do training, to keep them up to date with their professional responsibilities and to enable them to face innovative horizons with better skills.
"Engaged employees are more likely to behave in an innovative way by activating coping strategies to address challenges. This shows how an employee's commitment and coping skills work together to facilitate innovative behaviour".
As we have already seen, employee engagement is a key metric that drives organizational culture and keeps employees closer to their colleagues and the company's values. Furthermore, by going beyond work issues, people with engagement present effective and accurate communication. This allows them to provide solutions to improve the work climate by trying to make it better on a professional and personal level.