Design Alternative Work Systems to Maintain Engagement
These days the new trend in organizations is full time (permanent staff) an employee working from home (WFH) this process will benefit to an organization
and the same time to the employee also. The organization will get power saving,
other metrical saving and another side employee will have a safer and healthier
workplace might no transportation cost also. Even employee work from home, he
will able to deliver the same output as the office workspace.
One of another factor that enables engagement is flex time to work.
They can come to work in the early morning and leave early. Another one is
working extra hours and get more half-day off or day off per week. As an organization, there should be a way to calculate the employee work-related
activity before engage this work system to the organization.
INVOLVE TOP EXECUTIVES IN THE ENGAGEMENT PROCESS
Work of the top executive is very impotent to the business, but mainly
with engagement.
Organization managers are enthusiastic to step forward and promised
work, time, and strength to ensure that engagement taken place within the
organization. This contains several areas
‘Commitment, Communication, Involvement,
Recognition, Support, Long-Term Thinking, Reference’ (Phillips, 2016)
EMPOWER MANAGERS AND
LEADERS TO BUILD ENGAGEMENT
Managers who are in the first level have the key power to enable
or break the engagement. They have to get ready for this situation for that
start the learning program and discussion should take place within their own team
member in the organization. This will enable good visibility, awareness and
skill development within the team. This process will enable a successful
engagement.
The first level manager has become an example for a team member to
ensure employees are authorized to support decision making and accountability.
During this process, work manager has to clearly explain how this engagement works
within the organization. Feather more first-level leaders are doing the other
critical part because they are the one has to use all the support tool to
enable engagement. From the top-level HR managers will introduce the different
tool to and process to identify and monitor engagement. Even this difficult
managers are accountable for this activity.
MEASURE THE PROGRESS AND IMPACT OF ENGAGEMENT
Engagement process Measurement will lead to several issues. Even
though it has the issue have to start with the annual survey. This survey should have
several facts to make it successful those facts listed below.
Get the input from evaluating people, but also need to plan this
clearly.
Data gathering mush be confidential.
After the survey taken place need take action plan to improve the
engagement
Referencing
Phillips, P., 2016.
Measuring The Success Of Employee Engagement: A Step-by-step Guide For
Measuring Impact And Calculating Roi. Association For Talent Development.
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