The Pursuit of Happiness: What it (Really) Takes to Have happy employees at your Enterprise

By Asma Niaz | January 31, 2018

Employee engagement is a huge worldview that nearly touches all parts of Human Resource Management. In the event that employee engagement isn’t legitimately tended to and depicted, workers may neglect to satisfy their appointed undertakings. Administrators around the globe center to upgrade profitability and effectiveness. Studies demonstrate this can be accomplished if employee fulfillment is kept up around at the ideal level. Robinson, a leading management theorist, has defined employee engagement as “a positive attitude held by the employee towards the organization and the organizational values.

The levels of job satisfaction and employee engagement can be affected by many factors including rewards, recognition, quality of supervision, social relationship with the workgroup and the extent to which the employee is successful in getting his work done. Job satisfaction and employee engagement can be improved by the following factors:

1. Appropriate rewards and recognition

Associations over the world are heading to enhance hierarchical execution paying little mind to the span of the association or the business. As per Herzberg’s two-factor hypothesis, there are cleanliness factors that should be set up to keep the representatives being disappointed which should be set up, for example, adequate pays for the workers, reasonable and predictable organization arrangements and supervisory practices and proper working conditions for the workers overall. Herzberg facilitate contended that there are particular propelling components that give inspiration and the chance to feel fulfilled to the representatives, for example, the capacity to accomplish, being perceived for compelling and great work and introduction to limited time exercises. Hierarchical execution can be expanded by actualizing administration by goals and utilizing participative style of administration i.e. by drawing in your kin, applying suitable execution assessment and reward frameworks, and improving nature of work and imparting great criticism systems

2. Social relationship with the workgroup

Better social relationship among the representatives will help settle the workplace and will propel the workers to fill in as a group. The group should profit more from agreeable relational correspondence and will bring about enhanced efficiency. This is probably going to show with expanded profitability in the group and a solid group personality and notoriety of the association all in all. The enhanced notoriety for taking care of the workforce may pull in both the financial specialists and the clients who need to be related with a socially dependable association who keeps its representatives fulfilled.

3. Self-achievement of the employees

Hierarchical execution accompanies work fulfillment. Levels of occupation fulfillment can be influenced by numerous variables including rewards, acknowledgment, nature of supervision, social associations with workgroups and degree to which the individual is fruitful in the execution of their obligations. As indicated by Vroom, a standout amongst other administration scholars of his chance, instrumentality (rewards framework) influences inspiration for the expansion in authoritative execution. Administrators must stay faithful to their obligations that they have given of prizes for execution and endeavor to ensure that the representatives trust that the administration will stay faithful to its commitments. Be that as it may, execution targets do not, for the most part, must be money related targets. They can be in different structures, for example, acknowledgment, advancement and so forth.

4. Feedback mechanism regarding the evaluation of the work

Employees require input about their execution. Workers should be conveyed about their genuine execution and their normal execution. Along these lines, they will know their own execution level inside the association. Reward must be kept for employees who work extra time and give productive outcomes. For achievers, pay is a type of input about their execution. High pay and rewards are an estimation of their achievement in accomplishing objectives.

5. Engaging your people

As per the Gallup review, drawing in your representatives to hierarchical objectives is the key component for each business. Representatives can be locked in with their work on the off chance that they are enthusiastic for their work, convey their best execution and fortify their dedication. This can upgrade authoritative execution by a multiplier impact. This should be possible by building a solid comprehension of your business system all through the representatives, building trust and by verifying that all workers are utilizing their coveted arrangement of favored aptitudes. The administration ought to likewise guarantee that all divisions are enhancing its strategies and controls and focusing on its exercises on better accomplishing the organization’s aggressive separation through what the representatives do and how they are getting along it.

6. Using Training and Development

Administration must give appropriate preparing and advancement to the workers to build the productivity of the representatives separately. And they must devise proper trainings and enroll the employees for each division to efficient and top hr courses. Administration must build up a compelling workforce design, preparing, and advancement methodology and create vocation ways for accomplishment of each division. In this way, prompting expanded authoritative execution.

These are one of the key ways to increase job satisfaction and employee engagement within the organization. This will result to increase in organizational performance. Conclusively:

  • Spending time developing employees’ skills and potential
  • Involving and engaging the workforce through participative management
  • Providing frequent and appropriate rewards and recognition
  • Providing a positive working environment
  • Encouragement and rewarding thoughtful risk-taking
  • Investing time in evaluating and measuring job satisfaction
  • Taking part in opportunities provided by the organization such as training opportunities
  • Organizing work and setting daily goals
  • Taking time to revitalize, relax and refresh.

This is essential as jobs that do not offer much variety in their performance and are of a highly repetitive nature are disliked by employees and eventually results in intentional downsizing by the employees or decreased effectiveness. So, these methods are effective for both small and large organizations that are in a stable or an unstable environment. The impact of high job satisfaction will impact numerous stakeholders and will affect the overall performance of the organization.


Hire the best aptness for your organization


You may also like to read :
Driving employee wellness

Changes in Customer Engagement