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Life Mantra
Anu Goel
Art of employee engagement 12 March, 2014
Why is it that some organizations grow and develop at an astonishing speed while others just with away? One key player that determines the fate of an organization is the degree to which an employee is involved in his/her work and emotionally attached to the organization. Employees are the lifeline of an organization. It is therefore very important that an employee feels that he/she is a vital part of an organization.

When employees attach their success to the organiznation and consider the organization’s goals as their own, a high degree of employee engagement prevails that helps an organization to excel and develop. A healthy level of attachment is very important for an employee’s well being too. It enhances the output and efficiency of each employee because they take responsibility for their work and nothing is mechanical which helps in creating a strong workforce.

Employees are the main assets of the organization and it is really important for them to prioritise their tasks at the workplace. The company should be of utmost importance to them. If the employees enjoy their work and feel attached to the organisation, they give their best to the organization. An employee must be devoted towards his organisation for him to give his best and remain determined and driven towards the success of the organization. The responsibility of bringing about such commitment rests on the employer directly in case of small organizations and on team leaders and HR managers in case of big organizations.

One can’t achieve anything unless and until one is serious about it. An employee must be enthusiastic and committed towards his work and should take it as a challenge. Work should never be monotonous for the employee. The employees must be assigned challenging assignments as per their interests and expectations so that they devote their maximum time to work. The team leaders or the managers must ensure to review their team member’s performance on a weekly basis to find out whether they are enjoying their work or not. 

An organisation cannot expect employees to function as robots. Some degree of healthy interaction is necessary between employees so that they feel comfortable in their organization and for that they need to be cordial with their co-workers or team members. Employee relations are an important part of employee engagement. 

Take the case of Misha, who was made the team leader with 8 people under her. Though the team worked well, she felt that they still had not reached their full potential and something was amiss. On the advice of the HR personnel, apart from assigning them challenging and diverse tasks she also had lunch together with her team. They discussed new ideas and were given feedback by all the team members. This made them comfortable within the organization and thus they achieved their targets much easily and performed better. When employees feel connected because they are working together for their organization, one of the major features of group behavior manifests, that is group cohesion which in turn increases the connect with the organization.

The team leader, as in case of Misha, should be in constant dialogue with the team members. She was friendly with the team and encouraged them to think out of the box.

The management must also constantly motivate their employees. One of the best and most common ways include cash prizes, trophies, gift vouchers, certificates which are an effective way to motivate the employees and keep them engaged in their work. Giving lucrative incentives on achieving targets within a particular time frame is a very effective way of employee engagement. This way, the employees would not while away their time and spend their maximum time working and aiming for the rewards.

There are different ways in which different organizations aim at achieving employee engagement. The term “Employee Engagement” has evolved over the years and may mean different things to different companies. Some focus only on job satisfaction, which unfortunately can reflect just a profit and loss relationship and which hugely depends on the organization’s pay scale or bonuses. 

While others, may equate it only to employees' emotional commitment with their organization. However there should be a healthy balance. An employee must not treat his organization as a mere source of earning money only. An organization is a place where employees go to upgrade their skills and learn something new every day. Monetary incentives cannot be ignored but they should not be made the main focus.

Employees are the building blocks of an organisation and it is necessary for them to have a healthy cohesive bond within themselves and with the organization. 

The write-up is a joint contribution of Anu Goel (Counseling Psychologist) & Aastha Sethi

Editorial NOTE: This article is categorized under Opinion Section. The views expressed in this article are solely those of the author and do not necessarily represent the views of In case you have a opposing view, please click here to share the same in the comments section.
About The Author
Mrs. ANU GOEL is a Counselling Psychologist. She has practiced in Mumbai for 5 years, and is currently practicing in Delhi since the last 7 years. Goel, who can be contacted at 9313320146 and, is a member of the Counsellor's Association of India, and has been a guest speaker on several occasions.
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