Draw Backs of Employee Engagement
Engaged employee is the
success of any organization in achieving high level performance and it is a
motivational factor (Kazimoto, 2016). However, some literature suggest
that there are some draw backs of employee engagement, as a highly
engaged employee will have a negative impact on their family life (Bolino
& Turnley, 2005).
Seylan Bank’s future outlook in order to enhance
employee engagement
Seylan Bank PLC which is a leading commercial bank in the country
states that the best technology in the world cannot replace the loyalty,
dedication and commitment of 3199 staff they have in the
organization. They enjoy an inspiring and enabling working environment where
every one is given the opportunity to achieve their full potential, and have
embraced the banks forward looking initiatives with the usual enthusiasm and
commitment. The achievement is always the results of the combined efforts of
all employees. Employee engagement has resulted in achieving high performance
in the organization. Further, as the bank has taken necessary strategies in
enhancing the employee engagement level, each member has a part to play and
they have contributed wholeheartedly as one team towards reaching bank’s goals.
Seylan bank is proud to have such a group of highly engaged
employees and still, the bank values the sustainable work life balance of the
employees. In order to have a motivated staff, the bank presently gives out
several benefits to the employees including; Staff welfare and enhancing
opportunity for career development, Remuneration and performance based
incentive schemes, Improve training and development on banking product and
services and retaining existing talents, strengthen motivation processes and
staff recognition. Other than that the bank also focuses on, consolidation of
multitasking environment in branch banking with multi service counter
proposition, strengthening the performance driven environment in the bank and
fast tracking of career progressions of juniors and middle level positions to
meet the business demand (Annual Report, p. 7-318).
Conclusion
Employee engagement is one of the most important factors in
enhancing the organizational performance. Engaged individuals will understand
the duty in the company strategy as well as how to achieve the company goals
.The engaged employees involved and focus for success, and
also a good team player. Further the organization should always check the
employee engagement level from time to time and give them the information and
additional knowledge which is required. Also the appreciation, giving them the
respect, recognition and rewarding them would motivate employee engagement and
will be in a position to achieve the company goals improve the company
performance. Further open communications, networking with employees,
recognition of their efforts, rewards, opportunities, talent management,
empowerment and feedback enhance the belief of an employee to stay or retain in
an organization
References
Bolino, M.
C., & Turnley, W. H. (2005). The Personal Costs of Citizenship Behavior :
The Relationship Between Individual Initiative and Role Overload , Job Stress ,
and Work – Family Conflict, 90(4), 740–748. https://doi.org/10.1037/0021-9010.90.4.740
Kazimoto,
P. (2016). Employee Engagement and Organizational Performance of Retails
Enterprises, (April), 516–525.
Hi Shamalka, according to Holman (2000), it is ideal to consider the communication and organizational culture together, as it can improve the employee involvement. As it can provide system-wide approach to change and generate high involvement. Mainly the recommended approaching attributes as per Holman (2000) are as follows;
ReplyDelete1). 2Convincing people of that they are contributing to something larger than themselves to create the excitement and keep them felt alive.
2). Creating a whole system of visibility allowing each and every one to share information, contribute to substantive decisions and share their activities in public.
Work policies and procedures encompass both HR policies and procedures and perceived organisational support (POS). HR policies and procedures include hiring practices, flextime, work-life balance policies, performance management and safety issues . To create a culture of engagement at workplace, HR systems need to work hand in hand with other managerial practices when dealing with
ReplyDeleteemployees (University of Cairo, 2017).
Informative Blog! SOS is one of the largest Online employee engagement platform in India that keep remote workers connected. Boost productivity with a social, fun, engaging workplace experience.
ReplyDeleteWonderful blog! Employee engagement is very important for the growth of the company or organization. Corporates are always looking for the employee engagement company in India, to help them in engaging their employees in various fun team-building, employee engagement activities
ReplyDelete