Engage Employees to Boost Their Performance

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When a marriage between a husband and wife fails it could be because of one major reason that is – misunderstanding. If they don’t engage each other in day-to-day life, the results will be disastrous.

Employees start everyday with extra ordinary amount of energy but the amount of discretionary effort that people apply to their jobs varies tremendously from one employee to another. What accounts for the broad gaps between great and average performers? The individual’s degree of motivation and engagement.
Engaging an employee is as important as taking the company through the ladder of success profitably.

Brisk Corporate Group CEO G Kalyan Kumar shares his experience on how to engaging employees and increasing the productivity is important for the survival of a company.

EXCERPTS:

WHAT DO WE DEFINE AS ENGAGEMENT?
Engagement is expectations delivered.

HOW DO WE ENGAGE EMPLOYEES?
Employees take seriousness in their business. They are not laid back and are result oriented and not just salary oriented. They will get engaged themselves into co-partner with the owners to deliver results and for their own growth.
Quite a number of companies face problems in getting their deliverable and co-partner with the employees in the long term eventually reducing the effectiveness of a business.
The root cause for these problems is non communication of vision. Many owners have a very good vision for their companies but end up storing their visions in their brains and do not express it to their employees through paper or proper channel.

IS THIS NON COMMUNICATION DUE TO THE OWNERS OFTEN CHANGING THEIR GOALS?
The owners are sometimes arrogant. They do not know the right way to communicate with the employees and believe that every employee will be able to align with the organisation. Either they do not have time, or they do not know how to put their thoughts on their visions into the paper and they are so occupied with their day-to-day operations that they do not identify this as a priority in their business.

At least 80 per cent of the owners are very clear about where they are travelling towards. They hold back the information because they are not too confident about their employees at the same time they do understand that they have to coexist with their employees. These are some of the reasons why the owners do not communicate their goals and visions to their employees.

FORMULA FOR ENGAGING EMPLOYEES!
Engaging employees happens in three levels – high level, mid level and low level.

1. COMMUNICATION IN A STRUCTURED MODE
The communication should be in a structured mode either through a mission statement or a goal that is well defined as their business plan for the next one year or so. Also, define the targets of the organisation on a monthly basis.
Communication is like a pep talk but pep talks alone don’t give you results. The need of the hour is to convert the goals and visions into thoughts on a paper as a mission statement with goals well defined which is the first step towards engaging an employee.

2. RIGHT PERSON AT RIGHT PLACE
The second step what the companies need to focus on is right people at the right place. Especially in the SME segment which accounts to 80 per cent of the companies in India, the CEOS do not focus on fitting the right persons at the right places. Sometimes a managerial guy would be working as an executive and vice versa. At times someone who is inefficient but loyal to the owner will be placed at the top level replacing efficiency with loyalty as the primary requirement.
Recruitments should be robust. You pay peanuts, you get monkeys. So the companies should pay enough to get the best talent and also clarify make their roles very clearly to avoid confusions and chaos in order to achieve the best results out of them.

3. PERFORMANCE MANAGEMENT
The moment you measure the performance majority of the employees get engaged automatically. This will give you a list of performers and non performers. The performers should be given incentives to perform even better and the non performers should be given motivation so that they start performing. Even after support if he is not performing then one should separate them and only if necessary then sack them.
Lot of CEOs face challenge in separating employees because if they sack non performing employees straight away it will only benefit them as they will join some other organisations and rightly fit into their roles. Because of non sacking of non performers, chances of performers getting demotivated are high.

A good performance management system will ensure the employees get engaged themselves and work even better.

The employee loyalty is a thing of the past as it was there because of non opportunities. Now the opportunities are galore. The performers will be engaged who are responsible for earning your bread. And a company needs the loyalty of performers and not of non performers.

Salary is not even in the top 5 motivating factors to take up a job in a company. The employees need recognition, challenges in work, their contribution to the growth of the company, part of company’s success story and feel rich and emotional towards work at the end of the day are the top five motivators.
Once you have these factors incorporated into your business plan, performers will get engaged to their works and non performers will be moving out of the organization on their own thereby making way for performers to derive more results.

ARE THE SHORTCUTS TO ENGAGE AN EMPLOYEE STILL HOLDS GOOD?
Employees are very intelligent and cannot be fooled nowadays. To engage an employee, a company or a CEO should be investing in long term plans as shortcuts will not guarantee success.

Staff welfare measures like insurance, free or subsidized food, transportation cannot guarantee employees’ engagement towards their work.

Employees are not looking for pep talks and cocktail meetings but to engage themselves in growth. This can achieved only when the CEO openly communicates his objectives, giving them goals to achieve, fit right guys in the right places and measure and reward their performances.

Engaging employees is the only sure shot way to catapult the company towards success.

ENGAGING EMPLOYEES HAPPENS IN THREE LEVELS
a)High level
b)Mid level
c)Low level

FORMULA FOR ENGAGING EMPLOYEES
1.Communication in a structured mode
2.Right people at right places
3.Performance management

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