To give meaning to leadership goals, leaders should describe the meaning of success to employees by encouraging, appreciating and motivating them in their day to day activities. The effect of employee engagement should be communicated to employees throughout the year as a part of organization’s best practices. This may be done in the regular action-planning sessions, weekly meetings and one-on-one conversations as well. The effectiveness of employee engagement in any organization largely depends on the ability and potential of its senior leaders and managers and their attitude towards their employees.
Not everyone can be a great manager; hence the selection of a right manager is very important. Great managers believe in empowering their employees, giving them recognition for their performance and valuing their contributions. Hence, companies should be very selective about people for managerial roles, as this position requires a specific talent set. Managers do keep their employees mentally engaged in work but as per Gallup’s research, companies should coach their managers to also focus on emotionally engaging their employees, for building a strong, engaged workforce (www.cipd.co.uk, 2014).
Enhancing Skill-sets and Career Opportunities
If an organization truly considers its employees as assets then it should also respect them and care for their happiness and well-being. It is necessary for mangers to know their people and the unique set of qualities, talents, goals, beliefs and experiences possessed by them. Leaders’ attitude in managing their employees largely affects employee engagement at workplace. For the development of employee, leaders should help them in learning new skills and identify the areas for which the already acquired skills of an employee are best suited.
Engaged employees are well informed about company’s systems, processes, products and customer base. They not only hold expertise in their respective domains but they can also multitask and support other processes when needed, with their knowledge and experience. This gives them an upper hand to maximize their talent and deliver the best results (Reilly, 2016).
Career development opportunities are integral for employee engagement. Organizations should offer various opportunities like training/mentoring, certiﬁcation programs, education break etc. to its employees. They should encourage employees to take full advantage of these opportunities. Gaining additional education will help employees in updating themselves with new techniques and methodologies, as well as provide them the in-depth knowledge of tools that they require in performing their tasks better. In addition to this, availing organizational benefits like mentoring will provide employees the guidance that they require for adapting themselves with the culture of their organization.
Senior leaders should take ownership in identifying employees with required/current skills or the potential to develop/acquire new skills, that can help them move upwards in an organization. Succession planning is a technique which identifies future leaders. It helps in maintaining continuity of leadership and prevents in creation of a power vacuum.
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