Employee satisfaction is a critical factor in minimizing turnover. No lucky guess that. But what conditions or values generate employee satisfaction and loyalty towards an enterprise? Is it a good salary, a good boss, career growth opportunities, work-life support initiatives, fun work culture or incentives? Possibly, a mix of all.
There’s no denying that markets are becoming increasingly competitive. Consequently, work pressures are also high. HR and business heads are quickly realizing that there’s no magic formula to employee engagement. It is neither a short-term goal nor an easily achievable target. It is in fact almost akin to a business process – it involves a plan, execution, measurement, learning and improvement in a continuous long-term cycle.
Skilled professionals often become restless when learning opportunities reach stalemate within the organization. It could be because of a restricted role, policies or simply an overload of work that does not leave time for self-improvement. They start looking outside the workplace for opportunities that pose new challenges and enhance their professional value. Their goal is to keep themselves on par with market demands.
This situation can be turned on its head to benefit both parties – employees and employers. A recent article in The Economic Times indicates that an interesting employee engagement trend is catching on in India. While many enterprises that have the votes of being employee-friendly are investing heavily in creating a “work cum fun” ethos in the workplace, continuous learning opportunities is emerging as a strong employee engagement driver. Continue reading »
