You need to induct the new employees into your organization, to make them understand the vision, mission and objectives of the organization and, thus, to engage their time, energy, talents and skills in doing the jobs that they had been recruited for.
You do this as you want your organization to succeed and you need every member of the workforce to help you to achieve this. You need people to work as a team.
Your organization needs to engage employees in every aspect of the organization's activities and especially in their jobs and how performance of the jobs helps achieve the mission and objectives of the organization. Always communicate anything that affects them.
It is believed that employee engagement results in the employee getting fully absorbed emotionally and intellectually in performing his or her job. Where this exists, the employee is fully committed to serving internal and external customers for the good of the organization.
Research showed correlations between employee engagement and outcomes that organizations expect. These include talent retention, customer service, employee and team performance and productivity, and organizational financial performance.
Let us take, as an example, the implementation of a strategy.
What can happen if employee engagement is lacking and you want to implement a new strategy with the intention of improving productivity?
You may or may not succeed. It can happen that you will fail since employees do not support the strategy and its
implementation. They do not buy into the plan for improvement. Employees are not engaged.
Your organization must formulate strategies for survival and or growth. And you know that the success in implementing the strategy depends very much on people.
If you are the HR Manager, HR people may not support the implementation of HR strategies.
What are the possible reasons why implementation of strategies fail?
You depend on people in implementing these strategies. Failure of strategy implementation is the result of failure of employee engagement measures. They are not fully committed.
Employees are not keen to see through the implementation of strategies for fear of losing their jobs. If the strategy is very effective, they fear you may reduce the number of employees. And they are potential targets.
In addition, they also do not like to see the strategies succeed as they feel that this indicates that they are off mark in the performance of their jobs.
You may want to call this subtle sabotage. The strategy will face a slow death. This will cost you dearly in terms of money and time lost. Your organization may face more problems.
And you will have to answer to your superiors and ultimately to the CEO.
Ensure the important details of every HR strategy or strategies are communicated to your people every step of the way.
In fact this is an essential thing to do with respect to every plan, event and activity that your organization carries out. Planning is essential but educating and convincing your people is even more important.
Additional Things to Consider
Employee engagement also requires you to:
Ask questions to verify that employees have understood what you want to convey. A clear understanding will help employees to "own" what your organization want to implement.
The most important aim of the dialogue and other form of communication is to assure employees that the focus is not to find fault with their past performance. Explain clearly that the objective is to help them perform better and thus contribute to the success of their organization.
Explain further that the organization's financial success is good for their career development and assures their employment in the years to come.
Effective communication is crucial to employee engagement. Do it every time before you implement any plan or strategy, whether in HR or other areas of your organization's operations.
This saves you a lot of headache as well as money and time that you can use for more important purposes. This helps to ensure the financial success of your organization.