CHARACTERISTICS OF EMPLOYEE ENGAGEMENT
Organizations can motivate the
workforce mostly through introducing appropriate reward and recognition
programs and other benefits, Maire and Nick (2002) referred that, compensation
systems deliver other objectives such as legal compliance, labor cost control,
perceived fairness towards employees and enhancement of employee performance to
achieve high level of productivity and customer satisfaction.
Bishop (1987) suggested that, pay is
directly related with productivity and reward system depending upon the size of
an organization, Firm’s reward system plays a critical role in motivating
employees to perform creatively. Effective reward and recognition system can be
a good motivator, however inappropriate reward and recognition programmes
increase de-motivation of the employees (Brun and Dugas, 2008).
Employee rewards and
recognition system that acknowledge employee Input into the organizational
goals and admiring their inputs, are required for happier employees with
high-performing productivity and thereby reduce turnover (Safiullah, 2014).
Non- financial recognition
According to Silverman (2004), non-Financial
recognition is a system of rewarding an employee in an organization with a
non-cash award upon a task or job completion. There
is a wide variety of ways in which non-financial recognition can work in
practice. The schemes offered by organizations may range from impromptu to more
formal structures. For an example, a simple recognition such as the immediate
supervisor saying ‘thank you’ can be an acknowledgment for the efforts of
employees can be treated as a non- financial motivating factor (Silverman,
2004).
Furthermore, an
organization may practise any the following as a part of their non-financial
recognition programmes. (Silverman, 2004)
·
Public appreciation in
a team meeting, in an organizational newsletter
·
Reimbursement of costs
of any relevant academic / professional qualification
·
Declaring the
individual ‘Employee of the month or year’
·
Annual Award ceremonies conducted by the
companies to recognize the deserving team players.
Financial recognition
According to Yousaf et al. (2014), Financial
recognition is a system where employees are rewarded as follows,
·
Pay Bonuses and
Allowances
·
Incentives
·
Paid vacations or
encashment of leaves
·
Providing
Transportation facility
The Bank I work for is
engaged in many financial and non-financial activities to motivate the bank
employees such as,
o Appreciating its employees’ contribution by conducting various
award ceremonies during the year
o Awarding the Service excellence for employees who have completed
25 years in the Bank
o Paying performance-based bonuses for the employees who were
highly involved to achieve Banks goals throughout the year employees attached
to the bank
o Availability of Medical cost reimbursements and Health Insurance
for staff and immediate family members.
Key
drivers of Employee Engagement
Marciano (2010) acclaimed RESPECT Model which gives specific, low cost, turnkey solutions and
action plans based on seven key drivers of employee engagement that are proven
by decades of research and practices which will empower to assess, troubleshoot
and resolve engagement issues at the work place. Following are the key factors
he discussed.
- Recognition and acknowledgment of employees' contributions
- Empowerment
via tools, resources, and information that set employees up to succeed
- Supportive
feedback through ongoing performance coaching and mentoring
- Partnering
to encourage and foster collaborative working relationships
- Expectations
that set clear, challenging, and attainable performance goals
- Consideration
that lets employees know that they are cared about
- Trust
in your employees' abilities, Recognition skills, and judgment
Figure 02: RESPECT model
Source
: Marciano, (n.d.)
References
Bishop,
J., The recognition & Reward of Employee Performance, Journal of Labor
Economics, Vol. 5, No. 4 Part 2: The New Economics of Personnel, 1987,
pp.313-351
Brun, J. and Dugas, N., 2008. An analysis of
employee recognition: Perspectives on human resources practices. The
International Journal of Human Resource Management, 19(4), pp.716-730.
Maire,
K. and Nick, O., Collective and Individual Improvement Activities: the Role of
Reward Systems, Personal Review, 2002, PP.320-337.
Marciano, P., 2010. Carrots And Sticks
Don't Work. pp.79-81.
Paul,
M., n.d. Leading With RESPECT™ By Dr. Paul L. Marciano..
[online] Available at: <https://slideplayer.com/slide/14258283/>.
Safiullah, A. (2014). Impact of Rewards on
Employee Motivation of the Telecommunication Industry of Bangladesh: An
Empirical Study. IOSR Journal of Business and Management, 16(12),
pp.22-24.
Silverman, M. (2004). Non-Financial Recognition : Most Effective Of Reward?. 1st ed. Brighton: Institute For Employment
Studies, pp.4.
Yousaf,
S., Latif, M., Aslam, S. and Saddiqui, A. (2014). Impact of Financial and Non Financial
Rewards on Employee Motivation. Middle-East Journal of Scientific Research,
21(10), pp.1776-1780.
I agree with your views on Non financial recognition and rewards which are motivating in their own right. Any employee would like to be provided with furnishing, parking, equipment to make his job role be discharged in a comfortable manner. This can create a positive mindset with the addition of status and prestige apart from the monitory rewards he is entitled (Chelladurai, P. 2006)
ReplyDeleteInteresting view Gayan. In addition, Engaging people is critical aspect for the organization. This is because employee retention and their performance levels are depending on their engagement levels. Using of employee engagement strategies is significantly effect on the employee turnover, productivity and the competencies. In other way joyful workplace and interesting work flows builds up with the employee engagement (Little 2006).
ReplyDeleteAgree with your views. Additionally, Mansoor and Hassan(2016) say, it is essential for an organization to have a clear vision and a mission, fair and transparent rewarding and recognition mechanism, and correct and visible policies in the organization leadership in decision making, for enablement of the employee engagement effectiveness in the company.
ReplyDeleteAgee on your views and as an addition to your non-financial recognition methods, employee career advancement can be considered as a vital factor in employee motivation which leads for enhanced employee engagement where the organizations should established employee career advancement as a policy of employee recognition to promote employee recognition and also secure the best interest of the organization towards achieving organizational objectives (Dim, Okeke and Nwankwo, 2020).
ReplyDeleteI agree with your views. In addition, according to Sarangi and Nayak (2016) employee engagement and its influence on organizational success is depends on 6 Cs parameters which are i) Clarity ii) Confidence iii) Convey iv) Connect v) Credibility and vi) Career to measure employee engagement at their work-place.
ReplyDeleteI agree with you. further, Monetary recognition is also known as a well-structured system to rewarding employee to motivate, Examples for financial rewarding methods are Fair salary payment, Providing transport, paid vacation and good bonus pay (Yousaf et al,2014).
ReplyDelete