Community » HR Forums » Human Resources » HR Administration» CAN TECHNOLOGY IMPROVE EMPLOYEE ENGAGEMENT?

February 14, 2011 12:28 AM 1
Total Posts: 26
Join Date: May 24, 2010
Rank: Executive
Post Date: January 1, 1970
Posts: 26
Location: India


Studies around the world have revealed that engagement levels have a direct impact on employee's performance and consequently on the bottom line. A well established co-relation exists between employee engagement and business results.

Engagement : Some Quotes
(from articles in professional journals)

  • Work never kills a person; the absence of it (unemployment) has killed many.

  • Remaining idle is not human nature.

  • No one likes to avoid work if there is clarity on what to do & how it will be evaluated.

  • Keeping work force idle produces negativity which impacts on team performance.

  • Engagement comes through involvement; people deliver more if they are emotionally involved with the work.

  • Delaying decisions on personal issues creates stress & diverts employee's attention from work.

  • Absence of engagement is a challenge that can produce industrial unrest.

  • Unless you know people intimately, you can't engage them effectively.

  • To keep their teams engaged, managers have to remain super-engaged.

  • An empowered manager is an incubator of employee engagement.

  • Employee motivation improves engagement levels.

  • Trust, developed through transparency, promotes engagement.

  • Engagement is fostered by Leadership; managers who lead from the front keep their task force actively engaged.

  • Occasional encouragement always improves engagement.

  • Engagement comes through commitment.

  • Attitudinal transformation creates a temperament for healthy engagement.

  • Employee engagement has transformed many organizations.

Who is an engaged employee?

    Experience reveals that engaged employees always demonstrate most of the attributes given below:

  • Good understanding of company's business.

  • Full clarity about own role & job deliverables.

  • Always achieve assigned goals; often exceed expectations.

  • Keen to put in extra-effort to accomplish a task.

  • De-link own performance from rewards & recognition.

  • Keep the work bench neat & tidy and take good care of job tools.

  • Always keen to learn something new.

  • Exhibit high energy levels at all times.

  • Highly information conscious if in the position of a supervisor/ manager.

  • Never say, “it is not my job”.

  • Willingly take on additional responsibility.

  • Have an outstanding record of personal discipline & attendance.

  • Self accountable & highly responsible: have no back-log of work at any time.

  • Always available to assist others; provide willing support to the team.

  • Have a consistently high record of performance.

  • Never come under pressure : always cool and adaptable by nature.

  • Not over-concerned with work-life balance.

  • Bubbling with new ideas: enjoy experimenting.

  • Seldom initiate complaints & grievances.

  • Consciously improve processes that impede work.

  • Highly allergic to slow & sluggish people.

  • Always lead subordinates though personal example.

What Reduces Employee Engagement:

A common problem with organizations is demanding more productivity without creating a conducive work environment which enables involvement of employees at all levels. Some of the diseases observed are as under:

  • Lack of awareness of the management about the use of modern HR technology to create a healthy work environment.

  • Lack of empowerment of the managers/ supervisors.

HR Technology for creating healthy work environment

20 to 30% of an employee's time is spent on personal issues such as:

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