When the term “engagement” is mentioned in an organization, what concept immediately comes to your mind?
In your opinion, what are the requirements for creating organizational engagement?
What are the costs associated with fostering engagement within an organization?
Furthermore, what are the benefits and effects of such engagement?
Motivation is a deeply personal and internal matter. Each individual selects a specific job to fulfill certain needs. These motivations can vary greatly.
Here are some examples:
- Desires for power;
- Growth;
- Financial gain;
- Enjoyment and new experiences;
- Communication;
- Social position;
- Freedom in action;
And more.
As a manager, how do you address these diverse motivations among the members of your organization or team? The key lies in fostering organizational engagement.
Engagement Enterprise can be viewed as a form of unity that enhances organizational efficiency at minimal cost. This statement is supported by statistics from the Gallup Institute.
Active participation and interaction among employees and customers as well as their loyalty towards the organization are other simple definitions that can be attributed to Engagement.
As a capable and visionary manager, you play a crucial role in creating this process within your organization. You have the ability to align the different motivations of your employees with the organization’s goals through strategic investment in people and relationships.
Creating organizational attachment by three key steps:
Leadership
When I asked my colleague “what makes you care so much about your job as a guard and show up regularly at work, pay attention to your outfit, and decorate your workplace with small and beautiful vases?” His answer was interesting!
He replied “This new manager is a very good person. He stands in front of the guard room and greets warmly every day. He pays attention to me and once he gave me a small vase. He is so considerate.”
You are the most important part of your organization!
As the manager of your organization, you are the key factor in creating commitment and alignment in different departments. Your managing style directs people’s motivations. The important question to ask is “what can be done?”
There is a simple answer; as a manager/leader of your organization, it is your responsibility to design a creative strategy based on attention and respect for people. As a result, you can boost your employees’ enthusiasm and job satisfaction which increases efficiency and productivity.
Communication
As an experienced manager, you have definitely worked with professional, but bad tempered staff! Professional people who can easily overcome the most complex problems, but soon they will end their cooperation with work because it is very difficult to cope with their characteristics!
Effective communication here comes into play. Successful managers recognize the importance of intra-organizational communication and choose attractive and creative methods to facilitate effective interaction among team members. Delegation of authority within the laws of the organization, freedom of action according to detailed appointments, as well as free circulation of information are some examples of these methods.
This type of communication will definitely create a feeling of trust and importance for employees and boost their loyalty towards the organization and as a result it will improve the quality of communication with customers.
Accountability
As the manager of your organization, you designed the overall strategy in previous steps;
The intra-organizational communication network has been formed with creative methods in previous steps.
In the current step, you will be dealing with the implementation level of the organizational commitment strategy. What should be done in the third step?
There is the answer:
The third step is to apply designed protocols for measuring organizational commitment impacts immediately.
It is obvious that without monitoring the current situation of the organization there will be no improvement of engagement and loyalty.
For example: if the organization believes that the free circulation of information is effective in interactions between employees and customers, it should measure the current situation to assess the level of engagement and participation.
Similarly, measuring and monitoring customer’s interaction can provide a better understanding of effective and efficient relationships with customers.
By following up and measuring current conditions, organizations can identify loyal and frustrated customers, which can help in maintaining and restoring relationships with customers.
It’s up to the organization to choose whether to run in a traditional, ineffective way to deal with kinds of problems every day, or to implement progressive strategies by following the three mentioned steps that guarantee an increase in productivity and attachment within the organization.
