By Stallone-Obaraemi Samuel (SOS)
The expression “employee engagement” has been used so many times that some people are beginning to think that it is gradually losing its meaning. To human resource practitioners, it is a key expression considering the fast-moving nature of the job world. When talking about engagement, to most people (especially Nigerians) what readily comes to mind is marriage. I do think that it is a fitting example of what true engagement is. Even when we talk about marriage, the weight attached to the commitment varies from one society to another. For some, it is just a contract based on convenience but for others, it is a lifetime commitment without the option of easy-get-out. In the latter case, spouses stay in the relationship with the fundamental knowledge of “we are in this together, and must/should always find a way out together, for better, for worse”. Now with that mind-set in place each party endeavours to make sure the union stays long and strong.
If we apply the same principle to work relationship and engagement, then we will be looking at a mutually benefitting relationship between employer and employee occasioned by commensurate commitment from all parties involved.
Just as spouses will look beyond the wedding day, for employers to be able to get employees to be fully engaged, they need to look beyond employee engagement. Today employees have moved from “I will work for you while you take care of me” to “create the right condition of service, I will take care of myself”. Just like men struggling to win the heart of a pretty valuable woman, the competition to win talent and loyalty will be fierce as it will be critical to the survival of businesses. Why will this be so? Because employees want more than engagement. In a figurative sense, they want a fruitful marriage. Employees desire to be enriched!
Stay alive to our changing world!
“Employee Enrichment”— is a strategic approach that addresses both work and non-work factors in order to enhance employees’ lives based on the expectation that the better a person’s well-being, the better that person performs. Simply put: Employee enrichment is “Put People First”
Focus on People
Employees are ever conscious and look out for things like compensation freezes, lack of professional growth opportunities dry work environment, and when these happen, employees look for more promising opportunities. Consequently, human resource practitioners and employers must shift attention from just raw revenue and sales, and focus on people. They must review their recruitment, compensation and motivation strategies in the light of current trends in the labour world.
Find a way to enrich them
Unlike the former generations, this one is blessed with very dynamic and ever moving employees. Rather than pride themselves with “how long they have stayed and worked with a particular organisation”, they boast of “how many organisations they have worked with within a short period of time”. To keep them for a longer time, you must find a way to enrich them.
Professional Development
In this part of the world, getting additional degrees is highly trendy and the increase of credible online schools has made this trend, trendier. Consequently, everyone wants to go back to school while working. Organisational strategies and policies need be reviewed to allow time for study, pay part or whole of study fee, give days off from work weekly etc., to encourage self-development and enrichment. The better the organization provides resources for the individual employee’s strengths and interests to foster personal growth, the more enriched he or she will feel.
Create Social Connectivity
People cannot effectively perform in isolation. Humans are a part of a comprehensive network called “nature”. Since they cannot go to the mountains and rain forests every day to inhale the fresh smell of nature, then bring nature to them. Make the offices and work stations habitable. The impact of social connectivity in the enrichment of employees is unfathomable.
Positive Values
When an organisation has a culture of positive values, employees are psychologically and emotionally enriched as they feel a sense of pride. For this to cake, open and transparent communication while encouraging respect for individualism should be the tune of the day. Moreover, organisational leaders must be seen to reflect it values.
The more organizational leaders are able to take actions that are designed to individually enrich and enhance employee experiences, the greater the payoff will be in increased productivity, engagement, loyalty and profitability.
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