If someone is going astray, it is not only the motivation that works, it also demands education to bring him on track and turn him around. Since employee engagement can be one of the most important challenges for the organization. Obviously, even single employee disengagement can become the reason for the company’s decay or bring it down to an unexpected level. It may also drive many co-workers away from achieving their respective goals and costing the company billions.
What is Employee Engagement?
Before getting into the topic, it is important to understand what employee engagement actually means. It is literally an intellectual and emotional commitment to an organization which helps to capture the minds as well as the hearts of the employees working in an organization.
Employee engagement can be easily observed. An engaged employee is always speaking positive about the organization, try to achieve beyond expected and also strive to stay in the company for the coming time period.
Now, employee engagement cannot be confused with the employee’s happiness. While a worker can be happy but unproductive, he may get lured by the higher packages offered to him by some other company. In fact, if a worker fails to produce the desired output or is not satisfied with any aspect he is simply not engaged.
Why is Employee Engagement Important?
Of course, a company’s growth is entirely based on the employee’s efforts. If the workers of an organization will not be engaged, the productivity will be low and hence resulting in the falling reputation and growth of an organization.
If the people working will not be engaged they are likely to leave the company which is again a stain on the reputation of the company. It is merely the wastage of time, money and compromise with the quality.
This can be deemed as a part of human resource training. While employee satisfaction is the area covered by human resource, the management is accountable to mentor employee engagement and, therefore, help in taking an organization to a higher level and achieve its desired goals.
Conclusion: Mentoring can have a positive impact on an organization by improving employee retention and engagement and shaping culture. It can also serve a strategic purpose when linked to talent strategy, leadership development, workforce planning, and organizational goals. Mentoring programs, however, can quickly flounder if there is no buy-in, insufficient structure, or lack of follow-through. HR and talent management professionals who want to establish successfully and sustainable mentorship programs must ensure that the groundwork is thoroughly completed, that participants are trained, and the program is regularly assessed for effectiveness.