“In a world where most factors of production
are increasingly standardized, where a production line or the goods on a
supermarket shelf are much the same the world over, employee engagement is the
difference that makes the difference” (Macleod & Clarke, 2008).
Employee Engagement is defined as harnessing of one’s complete self
(physically, cognitively and emotionally) to the work role. And has been very
well document in both academic and practice writings, your ability to invest
yourself completely in your work role results in higher productivity, customer
engagement, profit, quality, retention, discretionary effort and safety.
Additionally, research also highlights that a high quality work environment
that furthers employee engagement has a better impact on employee wellbeing as
compared to measures like hours worked or time off. Furthermore, Employee
Engagement is viewed as forward facing indicator that has predictive linkages
to the above mentioned critical business outcomes.
Considering the well documented benefits that an engaged workforce
delivers, creating a work environment that allows employees to flourish and
results in business success ranks high on agenda of business leaders. A work
environment that furthers employee engagement is an outcome of a cultural
change program that involves- establishing
a tight link between organizational strategy and culture, deep research that
draws on individual’s experience and expectations, strategic analysis that
offers actionable insights, suggestions and support to change how leaders view
their work, their employees, and their customers and encouraging individual’s
to take accountability for their engagement and success at the workplace.
First step in this journey for most organizations starts with measuring
the current level of employee engagement and then using the information to
devise action plans for improvement. However, the decision to measure employee
engagement should not be taken lightly and must be carefully evaluated.
Measuring employee engagement without a clearly articulated agenda and plan for
managing and enabling a cultural change has the potential to do more harm than
good. This process of cultural change involves educating your workforce, reorienting your people manager’s,
encouraging role modeling by your leaders and enriching organizational systems,
processes and policies to further employee engagement at every touch point.
Even before we take this first step of asking employees for their views,
there may be some introspection that we may need to do assess our readiness as
an organization and as leaders. Some of these questions may revolve around:
- Need: Why are we undertaking this employee engagement measurement exercise- what is it that we expect to accomplish?
- Commitment: Are we willing to allocate resources and nominate our best and the brightest to champion this process of cultural change? Are we as senior leaders willing to accept the employee feedback and take corrective actions/decisions which may or may not be comfortable for my division/function/business in the short term?
- Cascade: Are we willing to shoulder the responsibility of encouraging employee’s to participate, share their feedback candidly and then champion of the process of disseminating the findings and enabling actions across levels?
- Change: Are we willing to empower people across levels and enrich systems, processes and policies to further employee engagement?
If you are uncertain of your response on any of the above questions,
perhaps, it may be useful to assess the organization’s commitment to this
process of cultural change. A deep introspective discussion with senior
organizational leaders and employees provides a starting point for assessing
our readiness and commitment to this process of transformation. However, if you
answered favorably to all these questions then you must congratulate yourself,
for now you are on path of building a workplace where your employees will feel
fulfilled, superior business outcomes will be well within reach with an
enthused and excited workforce and your organizational culture will amplify
your strategy and become your greatest competitive advantage.