Where to find the thrust for Employee Engagement?

The productivity of an Organization depends very much on the level of employee engagement. It is to be mentioned here that the employee engagement and not the employee satisfaction measures the productivity. But, many businesses lack the thrust required for continuous employee engagement. Some facts describing this problem with a clear insight are:

Ø  24% of the team workers feel that they don’t see their managers often.

Ø  58% of the workers are worried about their benefits.

Ø  Even in case of managers, a high percentage i.e. 84% of them doesn’t know properly how to measure their team members accurately.

Ø  32% of the workers of the company don’t know about the next move of the organization.

Ø  46% of new hires leave their job within the first year.

A Change Management program, specially designed for the organization can do a lot in this regard. Such a program, created with cost effective measures can facilitate new initiatives for all the stakeholders of the organization. Some of the aspects that can be introduced in such a program are:

v  Pain points of management representatives

This is a very crucial element which should be considered in a change management program. The main Pain Points faced by the management-representatives are- Forecast Accuracy, Overstock and Expediting. According to a survey, it is found that,

ü  According to 83% of respondents, overstock was a common problem to their organization.

ü  73% felt that expediting was a common problem. Out of them, 40% said that it was getting worse.

ü  More than half of the people said that forecast accuracy was below 80%.

v  Involvement of all the stakeholders

Some people lack the ability of defining what they want. They can indicate their thinking about what they want. If an option is provided to them, then they can come to a decision. This is why the management needs to involve their stakeholders to make them realize their want. The policy makers need to work in a collaborative and evolutionary way to provide solution s to the needs of the stakeholders.

v  Train the trainer approach

This approach is based on the fact that people who train others can recall 90% of what they teach. Management can use this awareness approach by selecting a core group of people with skills and providing the training to teach on particular topic.

This approach will enhance the skills and knowledge of the trainers to a great extent. This will help in asset building, developing community knowledge, engagement in curriculum based practical activities.

v  Small Pilot Programs

A Pilot Program in a small scale is indeed a real idea to study the effect of changes to be implemented. It will keep the initiatives of the change management program on track.




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