Employee Engagement: The Strategic Priority of HR

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Organizations need to offer good opportunities for learning and growth so employees can excel in their roles. True leaders must provide challenging and meaningful career growth options for employees. At the same time, they also need to instill confidence in employees to overcome challenges and achieve personal goals. Meaningful work with open opportunities keeps employees engaged in their work.

Human resource functions in organizations are currently going through a transitional phase. Moving beyond the service provider role, HR is now focusing on delivering an integrated effect by searching and building talent, addressing organizational road blocks with administration and resources, engaging employees with innovative ideas, and gauging the drive of growth and success in an organization.

We are all aware that employee engagement is one of the most crucial elements in a workplace. In simplest terms, engagement is about an employee's emotional commitment toward the organization. Gone are the days when employee engagement was considered a minuscule part of HR strategy. Today, a successful company needs passionate employees who give 100 percent effort and work to further develop their capabilities and skills. Low engagement often leads to low productivity, lack of collaboration and poor work quality. As per a 2015 Deloitte survey of about 3,300 business and HR executives in 106 countries: A whopping 78 percent believe that culture and employee engagement is the most important trend for HR function today and in the future.

Therefore, it is critical for organizations to find ways to keep employees engaged. How can we achieve the highest level of engagement from employees? Next-gen HR executives realize that employee engagement is much more than fun, cultural events and occasional celebrations. It is both an art and science that must be utilized in the right balance. Analysis and understanding of the data collected from exit interviews, appraisal interviews and general surveys provide some valuable insights that can be helpful in creating an action plan to be executed in a stipulated timeframe. Regular feedback — both formal and informal — helps in fine-tuning the action plan and execution.

In this slideshow, Deepti Moolya, Happiest Minds, outlines the 10C framework that organizations can strategically utilize for driving employee engagement.

Deepti Moolya is an HR business partner for the Digital Transformation & Enterprise Solutions business unit at Happiest Minds. She has 9+ years of experience across a variety of HR roles in IT, ITES, KPO consulting, and financial sectors. She has worked in the past with HSBC, Evalueserve, Blueocean Market Intelligence & Duestche Bank. Her core expertise lies in an HR business partnership role, talent management, talent planning, talent acquisition and employee engagement.

 

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