At this time, employees want to get the change to develop themselves and they want the time and space to do other things beside their job. They think it’s important to be independent and have the space to balance their job and private life. To keep your employees in your business and keep them satisfied, it’s smart to involve them into your organization. It’s easier said than done, so let me tell you about the engagement strategy.
First you need to create functions which are singly attractive to employees (they need to get intrinsically motivated). Mostly it is a group that is responsible for a task, not just one individual. People want to be part of a group that is successful. Make them want to be part of your successful group!
Your business is probably flat organized. This means there are little managing layers, because your employees can make decisions on their own and have their own responsibilities. You need to set common goals and consult with each other. You have your voice when your knowledge and information is needed, not because you are their boss.
To make performances clear, you need to set targets. It’s smart to set your targets high and you will see your targets change (in a positive way). You need your employees willing to strive to improve the performance constantly.
Man is used to set individual rewards instead of group rewards. Group rewards are more important as it comes to involving your employees. Because you made the function attractive in step 1, you made your function design very wide. Hereby, it’s not very clear who was particularly accountable for the rewards, but that’s why rewards are more connected to competences rather than the performance of the employee himself. Profit sharing is of frequent occurrence as it comes to group rewards.
You need your business to be goal-oriented and task-oriented. You need your employees wanting to be part of a successful group, for this you will need the group rewards too. Hire your employees based on their skills, know-how and future value for your organization.
6. Labor relations
Although you want to have one specific culture with it’s group rewards in your business, the labor relations wil be individual. Employees will appreciate it when you see each with their own characteristics and contribution to the organization. But this does not mean that mutual agreement and problem solving are not important. You need to be aware that not everyone always agree with each other, but you need to strive to join appointments.
Effectiveness and efficiency are less important nowadays. Men want to involve the employee to the organization and trust in his motivation and competences of the employee are important. If you don’t have faith in your employees, you will need to check them continuously and I bet you will get sick and tired of that.
Don’t see your employees as numbers or as a group, but see them as individuals and rewards them as a group. You will be more loved by your employees and they really want to work for you because of you and your organization.
Why do you feel engaged to your job?