To continue with
what we were discussing last session, namely, steps the Management can take to
keep the workforce engaged, we will go to the next step.
must make it a cardinal point that the employees feel that their contribution
to the company is very much valued and meaningful. To achieve this end, first
of all, the Management must explain their vision to the employees in such a way
that they understand the significance of the vision which must have in itself a
broader base than just the company. It
implies that the Management impresses upon the employees that the Employer has
a keen sense of social responsibility and he attempts to fulfill it by giving
back to society something in earnest. This aspect of the vision appeals to the
employees and engages them in their work.
To make the
employee feel this attribute of the Management, what is essential is
communication. The Management creates
and exploits opportunities to take their vision to every one of the employees.
There are instances where the employees were not aware of the Vision and the
Mission of the company they work for.
This isolation from the employer’s vision of the employee will not help
engage the employee who does not know the real value of his work except perhaps
the pay it brings him and as always employees feel the profit it fetches to the
employer. This workplace scenario does
not augur well for the company which will soon find itself losing meritorious
employees. Therefore, constant communication from the top down the line helps
bind the relationship between them on a solid soil.
interactive communication with the employees will show the management how the employees
feel about their work. If the employees are allowed freely to speak out their
thoughts and feelings, this itself will lessen the distance between the
employer and the employee. On growing confidence in transparent discussion, the
employees will also take courage to point out what they consider unnecessary
rules and regulations that actually lead to delay in execution, in red tapism.
The open management will see their point of view and if it feels that the
workforce has not properly understood some implications of the rules and
regulations, they take time and explain them to the employee. This very good
initiative will inspire more confidence in the Management’s fairness. This in
turn persuades the employee not to leave the organization at the earliest
significant factor in establishing good relationship between the employer and
the employee so that he does not tend to leave the organization is constant
transparent feedback to the employee on his performance. Work by its very
nature turns out mechanical and repetitive. The employee gradually becomes
rather insensitive, not indifferent, to the demands of the work. With the result, he does not have the
tendency, the idea of improving his skill in the work. Honest feedback removes
this on-going dullness in the work. Feedback at all the levels of workforce
ultimately grooms every employee at which level he happens to be into a better
worker. This growth of the employee
actually leads to the growth of the organization.
This up skilling
the employees is a massive subject dealt with in detail in Humana Resource
Management. But, for our purpose, this much is adequate to relate it to the
development of the GDP. To recall, higher GDP reflects improving economy of the
nation. And to achieve higher GDP, ultimately the workforce must have necessary
expertise to provide best standard services and products.