Employee Engagement - Process

Employee Engagement is a concept that has begun to grab the attention of the corporate world for the past few years. In general, higher levels of employee engagement mean higher profitability of the organization.

The future business performance and revenues and profitability of an organization no longer depends on the traditional capital management, investment and portfolio management. But the success of any organization in this constantly changing world of work depends on human capital management. The companies that understood this fact long before are the most successful and highly productive organizations of the currents times. Those who have just realized it are still struggling to establish a reputation in the industry.

There is a clear link between organizational performance and employee engagement, every organization seeking sustenance and growth in the ever-changing world of work quickly responds to the needs of the employees along with designing and implementing a customized process to increase the levels of employee engagement.

Following are a few basic steps in this process based on the best industry practices. We can segregate the entire process of Employee Engagement into the following five categories −

Industry Practice

Prepare and Design

The first step in the process is about discovering the specific requirements of your organization and deciding the priorities. After that, a customized design of carrying the whole process can be designed. It is recommended to seek advice of an expert management consultant to increase the chances of getting it done right at the first attempt.

Employee Engagement Survey

Design the questions of the employee engagement survey and deploy it with the help of an appropriate media. It can be either in printed form or set online depending on the comfort level of the employees and your questionnaire evaluation process.

Result Analysis

It is the most important step in the entire process. It is the time when reports are to be analyzed to find out what exactly motivates employees to perform their best and what disengages and compels them to leave the organization. The results and information can then be delivered through presentations.

Action Planning

‘How to turn the results of the survey into an action’ is a challenging question that organizations need to deal with utmost care. Coaching of line managers as well as HR professionals is very important to tell them how to take appropriate actions to engage employees. They should also be told about the do’s and don’ts, so that they can successfully implement the changes.

Action Follow-up

Action follow up is necessary in order to find out if the action has been taken in the right direction or not and if it is producing the desired results.

Communication and project management processes are the backbone of the entire Employee Engagement Process. Communication involves plan follow-up, providing timely information and involvement of each level of organizational hierarchy.