A organization would prefer a workforce that does not just come to office and mark attendance, rather place where culture promotes highly engaged workforce with each individual accountable to the overall objectives of the organization?
Quite simply this is the worst question ever and the reply is quite obvious. Anyone will chose the second answer workforce. Sadly majority of the organizations have become so process focused that they don't know if they would be able to achieve that at all. or worst they don't even try. However when an organization's do strive to increase employee engagement but fall do not succeed, it’s often because they overlook this 3"i" approach.
Creating and managing an engaged and accountable people resources involve three key elements to work together
Information sharing:
The first "i" involves making sure employees understand the organization’s vision of winning. In particular, management needs to answer four questions that employees are constantly asking inside their heads, but rarely out loud.
Employees want to know what direction is the company going, what it will take to get there. To answer this question, paint a compelling picture of what winning looks like for your company and constantly communicate it in many different ways.
Describe what the organization will look like once you reach your destination. For example, what kind of workplace culture will you have? What skills, knowledge and abilities will the company have in place? What key operating targets will you have achieved? The more detail you provide about the destination, the better your chances of getting there.
Most people want a sense of purpose in their jobs. Explain how your company makes a difference with customers, your community, and the world at large. Outline the problems you solve for customers and how that makes their lives easier or better.
Employees understand the importance of winning to the organization. They also want to know why it’s important to you. Let them know why you believe in what the company does and why you find the destination so compelling. When people understand why you believe in the destination, it increases their buy-in and commitment.
Inspire them:
In today’s hectic work environment, the day-to-day grind can wear people down. Keeping employees inspired will support their sense of engagement and improve their performance on the job.
Focus on the aspirational components of your goal. Remind people how they’re helping improve the lives of others. Articulate how the destination reflects the unique characteristics the company has to offer and how it benefits everyone who works for it.
Share your passion. Talk about what the goals mean to you personally and what excites you about achieving them. Solicit similar input from others and share it via emails, the company intranet and in staff meetings. When people talk about what the goals mean to them individually, it helps create a sense of shared purpose.
Show people how they are making a difference. Bring the value of your company to life by sharing positive customer feedback in emails, on the company intranet, and with visuals throughout the office. Invite a customer to present at a company meeting. Create a video of customer interviews and share it with everyone.
Celebrate milestones. When individuals or teams achieve interim goals, recognize them publicly. Send thank you notes to those involved. Distribute small rewards like gift cards or movie tickets. Host a recognition event that brings people together in a fun way.
Keep people focused. In the daily struggle to get the product out the door, employees can often lose sight of the big picture. Bring them back into focus by keeping the destination and other components of your strategic plan on everyone’s radar screen. Use visuals everywhere. A visual is the fastest way to prompt the brain.
Involve them: Informing and inspiring lay the foundation for engagement. To bring it all together and keep your workforce fully engaged:
Constantly communicate your vision of winning and why it’s important
Get great at giving feedback
Check in with employees throughout the year on their progress toward individual and company goals
Share success stories of how teams are aligned and achieving the goals
Highlight team accomplishments and link them to the strategy they support
Create an employee “pledge wall” where people can affirm their commitment by listing one thing they will do differently to support the goals
Use surveys to measure employee understanding, commitment, inspiration and engagement – and share the results.
Over all, let people know you value their opinions by encouraging them to bring up new ideas – even if they challenge the status quo and publicly thank employees when they raise important issues.