People join companies and leave leaders.. the old adage that puts the responsibility seemingly on the leaders alone. Employee engagement can be compared to the platform of a tripod. Should any one pillar fall short It will impact the engagement levels.
Pillar 1: The Company
- Job profiling and competency match: the companies should ensure that the jobs are clearly outlined and competencies specific to the job defined as well.
- Recruitment: the recruitment process needs to be a match between the job profile and competencies identified with that of the recruitee. Do not recruit if you cant find the profile you are looking for. Often companies recruit to fill a gap, hoping people will grow into their jobs. Whilst this isn’t a wrong assumption it certainly isn’t a given fact either.
- On boarding / Inductions: Inductions and on-boarding are a critical for a new recruit. It is what determines if you, the company, care enuff or are you ready to ‘dump’ on the poor unsuspecting victim. A common feed back I have heard from delegates whilst running a few sessions is “but we recruited them for their education and their past experience, so they should perform a 100% right here and now! We don’t have the time to do these long drawn out inductions! I didn’t need it and I am doing just fine !! For all those who agree with these, I have a question for you. when you buy a new car, does it have a run in period prior to optimal performance?!! .. Well we do too, and our run in period is called an induction. A structured on-boarding with accountability of the various heads of department towards the new recruit level of understanding is an integral part.
- Career paths and development of staff: Human resources is now a science and does have very sound methodologies to establish career paths within organizations. Career paths need to be in place before a person joins along with how the management will develop the individual to move along the career path.
- Effective performance management systems: companies that do this well have seen the results, ufortunately a lot of companies have PMS’s in place because some one told them to do it, or its an iso procedure. We have also seen staff and management abuse the tool to get increments or to fire people. In other words its not enough having the system but its proper and regular application is what will yield results.
- The human factor: by the human factor I refer to the basic rights and working conditions such as work load, working hours, salary structures, medical facilities if needed etc. even if u have the above four in place and you lack in this area as a company it will be a shortage in your very first pillar.
Ascent is a learning and development organization focused on maximizing mid/senior leadership, motivation and performance in the areas of Management, Personal and Youth Development, Sales and Service, Teambuilding and Organizational Design. To find out how Ascent can help your organisation visit www.ascent-world.com, email us at
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, call us on +971 4 3344627.
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