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A Guide to Employee Engagement for HR Managers

10 DEC 2014
Career Path : Administration

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In our rapidly changing world it is essential that business leaders focus on the well-being of their employees as well as the many other aspects of effective human resource management. Productivity is best when employees are satisfied and feel valued by their employers. Here are some tips to consider when developing a strategy for employee engagement.

Leadership Today

Conventional methods of leadership have proven to be less effective when the head of a department takes on the role of an authoritative “boss” rather than “coach” or “team leader.” Until recently the typical superior has taken on a role that an most employees regard as unapproachable. The manager’s presence in the office tends to only serve the purpose of delegating duties, tending to their own responsibilities, and offering criticism or correction of underperformance. This often leads to the disenfranchisement of some or all of their employees and causes a lack of motivation, leading to decreased productivity—either in the on-site performance of the employee or as a result of increased absence and higher employee turnover.

On the other hand, as a participatory member of a team, a manager can observe ongoing office relationships and practices, and provide guidance in any situation that arises. Positive feedback can be offered to individuals or the team as a whole as projects unfold. This is just one example as to how a manager might build morale in the business environment and provide continuing motivation for employees. It is worth repeating: If your employees know that you appreciate them, they realize they are valued as a part of your team. This is quintessential goal of any effective employee engagement strategy.

Being Part of the Change

It isn’t uncommon for employees to feel that they have more to offer than they are allowed to give. They might feel that it isn’t their place to speak out about initiating change – and the top management of the company may well agree with this sentiment. This is detrimental in many ways. It squelches active participation of employees and places a barrier between them and management. It also poses a threat to the business itself. The unspoken ideas of workers might stand to contribute to the bottom line.

This business model can change. The current school of thought is one of inclusion and participation by all employees. It is the basis upon which many college business programs design their curricula. It only makes sense that a person in the employee pool should explore these program options. Too busy? Too far? Not anymore. Online business degrees are a great option for individuals juggling numerous obligations and responsibilities. Working towards an online business degree allows the student to work from anywhere there is internet access, when it is most convenient for them.

Where Do We Go From Here?

Why stop with a four-year degree? Everyone these days knows that an advanced degree will get you further up the corporate ladder where you can effect change through the influence of corporate culture and policies. The MBA online program makes a world of sense for the business major, especially in this global marketplace where interpersonal skills are needed both internally and externally. Completing an MBA online will provide you with the skills needed to build goodwill amongst clients and satisfaction among those you supervise. That’s a recipe for productivity and success!