Companies are at a time of evolution in which performance evaluation models change towards more comprehensive models that seek the commitment, development, and growth of their employees.
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Why Employee Engagement Matters then?
Employee commitment is when he/she is emotionally and intellectually involved with the company’s challenges; Therefore, it is directly related and will increase as employees find opportunities for growth and benefits that contribute to the reconciliation of life, family, and work.
In the field of performance evaluation, for example, trends make it evident that companies abandon the model where only the measurement of numerical data is important and move towards a model that achieves a real and significant impact, such as the ability to work in a team, set challenging goals on how to be better and innovate to add value from our company and jobs, to our environment, the lives of other people and the world.
In performance measurement, constructive feedback processes are adopted with SMART objectives, in which the strengths to create and be better are highlighted. This process allows the boss and collaborator to have valuable conversations throughout the year, implement improvements, and set priorities.
At this time, the immediate boss becomes a leader and assumes the responsibility of guiding and guiding their professional teams in their professional development and the achievement of goals.
The new models allow employees to empower themselves in their career, set their own goals, and direct their professional career within the company’s framework, flexibility that increases their commitment to the organization.
On the other hand, technology constantly generates changes that transform the way we live and demands that new models are also incorporated in the workplace, which provide flexibility to work teams to adapt their goals, innovate and respond more quickly to new trends and consumer needs.
Actions attract talent and raise the level of employee engagement
When an organization aims to be a leader in providing a final product or service in an environment where consumer preferences and tastes are constantly changing, added to the great speed with which technology transforms the environment, companies compete to attract talent that demonstrates attitudes such as:
· Collaborative spirit and teamwork.
· Taste for change.
· Take risks and strong goals.
Betting on and attracting professionals with these qualities requires profound cultural changes on the part of organizations, using integral development models and creating facilitating environments that motivate them to achieve extraordinary results.
During the working day, the Network of more human companies, it is highlighted that within the cultural changes, it is essential that companies invest in actions that raise the level of commitment of employees towards the organization.
Incorporating practices that help the personal and professional development of its employees is beneficial for the profitability of the company and the well-being of the employee.
Some of the best practices that the companies of the Most Human Network include as benefits for the employee are, among others:
· Make schedules more flexible.
· Empowerment of the employee on their goals and work teams.
· Provide more and better work-life balance opportunities.
Have attractive workspaces with technology that facilitates and motivates the completion of tasks.
Create weeks with a reserved agenda focused on people’s well-being.
The companies argue that the ROI of these changes is exponential and positive, to be programs that the company helps, adds value, and responds to sensitive issues are a priority in the life of every person, so that employees increase their commitment and feel motivated towards the achievement of the company’s goals.
We hope we answered your question why employee engagement matters. Let us know what do you think?