Emotional Connect
Siby Vinu Thomas
India Talent Acquisition Lead General Manager Corporate Human Resources at Vodafone Idea Limited (She/Her)
As a manager I have been facing the challenge of keeping my team fully involved in, and being enthusiastic about their work.
I have experienced that any employee's engagement is dependent on the emotional attachment to his/her job which could be +ve or-ve.Colleagues and Organization profoundly influences the employees' willingness to learn and perform at work.
There has been various studies done in the area and have seen that only 31% of employees are actively engaged in their jobs, they are passionate and feel profoundly connected with their Company.Engaged employees feel a strong emotional bond to the organization that employs them.This is associated with people demonstrating a willingness to recommend the organization to others and commit time and effort to help the organization succeed.
It suggests that people are motivated by intrinsic factors like Personal Growth, Being involved, Working to a common Purpose, Being Recognized and being part of larger initiatives rather than simply focusing on extrinsic factors (e.g., pay/reward).
This makes me to think What are the Drivers?How to retain these 31% employees?
1) Employee being clear on job expectations.
2) Employees Attitude and Perceptions about the role.
3) Career Progression and Involvement opportunities.
4) Regular feedback is the key to giving employees a sense of where one is going, but we are remarkably bad at giving it.
5) Quality of Work Relationships with Peers, Superiors, and Subordinates.
6) Inspirational leadership is the ultimate perk as values and ethos play an important role.
7)Effective Internal Employee Communications.
Retaining and rewarding these 31% becomes imperative for the driving any organisation towards being successful.Measurable Reward Schemes,learning opportunities in the organisation and possibility of venturing into new domains within the organisation too adds to increasing engagement and productivity. Engagement starts right from the day a New Employee joins any organisation...:)
Senior Quality Assurance Engineer
9 年Hi Reena Kannan it is nicely said about emotional needs.
Passionate about Connecting High Performers to Meaningful Careers
9 年Hi Siby, Good Blog but here are some observations which i would like to share with you. 1)Engaged Employees, who are Performers, Aggressive, Career Oriented, Goal Determined are always welcomed/ required in team but at the same time are matured enough to handle with proper thought process. Manager needs to define and set the expectations and also ensure to be a listener enough to understand their action plan over the same as they are likely to be good Individual Contributor with less Monitoring( I don't mean to say avoid Monitoring Instead be Active/Assertive/Suggestive/Desi in Communication with Action Plans. Managers need to also ensure proper recognition offered to these resources (not limited only to Appraisal/Future Prospect/Growth) i.e Respect/Motivating towards setting them a parameter to create Ladder for the Next Level i.e Market Intelligence/Responsibilities of Mentoring/Supporting on being open in Decision Making/Suggestions/Guidance on Connecting with Professionals Communities bringing up with Innovative Suggestions, Motivating them to publish Blogs on Current Market Trend or Business Practice they are involved in, which in it self gives them the Idea of Current Industry Practice. These may serve the purpose of retention to certain extent. 2) One need to be smart enough to drive the other 69% of the workforce which may not be inclined towards Employers 100% but can be turned on infavour of Employers and build the Chain of Reliable Resouces. a)"Reliable Resource" acts as a trump card when employees realizes his/her contribution matters a lot to Employers. Managers in this speedy Industries however competent and active somehow fail to highlight this, which should be taken care of. b)Understand the Strength of Resource and shar him with accountabilities and ensure achieved with proper involvement, Guidance and Support. c) Promotion/ Better Pay/ Flexibility/Job Enrichment may be a factor employees are not engaged 100 % over the Employer but the fact remains universal, Job Security N Stability plays a mojor role in anyones life in line with the Current Market & Standard of Living. One should be able to be good communicator and make employee realize the value and ethics of Job and employer and motivate the resource.
Head Talent Acquisition ( Acquiring Resources with ability to solve Data, Cloud & GenAI Problems)
9 年In my view, motivation & enthusiasm for work is driven by need. That is why either to hire people with high needs or try to find ways that motivates individual team members. In a already existing team, in my view a manager need to understand each team member and accordingly create a motivational target for each individual because every person has its own motivation reasons.
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India Talent Acquisition Lead General Manager Corporate Human Resources at Vodafone Idea Limited (She/Her)
9 年In any team to be vibrant there should be correct balance of inflow and outflow coupled with value addition..Boredom sets in when you going against your interest area...and if the work matches your interest you find ways to keep yourself motivated