How To Establish A Culture Of Employee Engagement


A famous quote once spoken by N.R. Narayana Murthy says, “our assets walk out of the door each evening. We have to make sure that they come back the next morning.”

The same goes with culture, we’d always want our employees to get back to us the next morning. When we talk of culture, it depicts the character, dignity, and personality of the organization. It is the values, ethics, beliefs, traditions, behavior, and attitude that makes businesses unique.

A statistic revealed that almost 88% of the employees in the U.S. leave the organization due to money but in reality, a mere 12% leave to get better pay.

Does this mean that the organization’s culture has a bigger part in retaining 88% of the employees? Although organizational culture can be perceived differently by different organizations, the sole idea refers to the values, beliefs, and behavior that is created and maintained in the organization.

As a matter of fact, having a positive work culture attracts top talents, impacts positivity and also affects performance. The personality of the organization depends on things like leadership, management, rewards, employee engagement, performance reviews, workplace policies, behavior and so on. It is believed that employees working in a strong organizational culture often adopt the sense of belonging, engagement and eventually commitment towards the organization.

One cannot force an employee either employer for workforce engagement. It has to be inculcated naturally. These are great ways one can establish employee engagement.

  • Emphasis on employee development

There are several reasons why individual switch jobs, such as salary perks or better position. But, there are professionals who thrive for professional growth in their career. A poll conducted by Gallop came up with a conclusion stating that 87% of the millennials viewed self-development as an important skill in their professional career.

  • Omit micromanagement

Nobody likes to me micro managed. Micromanaging can cause adverse effects on your business. 68% of employees were found to have their morale dampened due to micromanagement and 55% said it has led to low productivity.

  • Acknowledgment of employees

To feel invisible is what provokes an employee to leave the organization. Ensure that the organization engages the employee in such a way that it retains the employee. Employee retention is still a challenge in most organizations.

  • Onboard new hires and train them

Employees who can take ownership of their work are said to have a better shot at taking up responsibility. Workers with the zeal of finishing targets have proven to be closely aligned with the company’s business needs. On boarding new hires and training them are some of the important steps an organization must follow. Training programs revealed that employees have fared well in doing their jobs effectively.  It generally takes less than six months for an employee to get acquainted with the job and duties.

  • Prioritize company goals

For a company to run successfully, a goal should be set. The company must come up with a plan or a strategy that encourages employees to stay engaged. Involving business plans and motivating workers to achieve these goals will help reach the company’s goals even faster. Set up a quarterly, monthly, semi-annual, and annual goals will have something for the employees to look forward to.

Work culture is an important factor to run a successful business. However, it will and can change prior to the organizational goals. Ensure that your work culture is as significant as is your business strategies.

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