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Employee Engagement

Employee Engagement

Introduction

The term organizational adaptability refers to the ability and readiness of an organization:

To change internally in response to changed conditions in the macro- and micro-environment

To innovate proactively in order to fulfill better the needs of beneficiaries, donors, customers and other stakeholders

To absorb sudden shocks due to an unexpected event

To live through a long period of great difficulties

Empowering and employee engagement is the metaphor that clarifies and simplifies the nuts and bolts of organizational change. Along with team management and team building employee engagement is one of the nut and-bolt issues in organizational adaptation. Organizational adaptability is created through continual efforts to build nimbleness into systemic elements of the organization (Harter, 2002). To the extent that the changes become a permanent factor and accelerated organizational adaptability of the individual to such changes is increasingly determining factor in the survival of any company. Organizational adaptation involves familiarization with the structure of the organization, defining its own role in it. In order, to make change successful organizational must pay attention to an important factor which is employee engagement.Discussion

Employee engagement is "the intense emotional connection that an employee feels toward his organization and influence to deploy at will a greater effort to work". Increasing number of the organization are considering employee engagement as a key factor for measuring employee attitudes, developing of human resource and operational policies, managing of behaviors of management, and establishing a strong employer brand. Organizations that fail to monitor the retention of employees at risk of losing their key critical talent. The Employee Engagement is the key to profitable growth (Lockwood, 2007). From the analysis, it was found that employee engagement is not only nuts and bolts but also institutional and organizational element important to commitment.

According to the survey findings, highly engaged employees are more likely, in a proportion of 80%, to demonstrate superior performance (Macey, 2008). Additionally, highly engaged employees are more resistant to organizational changes and provide more support for such initiatives. Employers can take specific steps to increase engagement and employee productivity. Some of these measures:

Demonstrate Strong Leadership and Clear Direction

In tough times, employees want to be kept informed of the specific plans of the organization and its progress. By taking decisive action and making clear to employees the reasons behind them, a company can help support employees in respect of its initiatives, particularly when the rewards and individual performance objectives are related to the ...