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The nature of the workforce and how they interact with work is different from what it was even a few years ago. In order to successfully incorporate the new breed of workers and create an inspiring, innovative work experience for them, organizations need to alter and modify their culture, practices and ways of dealing with stakeholders, both internal and external.
Understanding the need for change
This transformation of the organization for a new and motivating workplace experience starts with understanding the need for change, and hence creating a new dimension of employee engagement.
The future of work does not support permanent, full time jobs nor does it envisage a situation where a person starts a career at one organization and stays there till retirement. Yet it still needs to inspire and motivate workers to stay on – it has to provide for a work environment that engages the workplace, that interests them, that makes them feel included and appreciated. If organizations fail to do this, they will lose employees who, feeling dissatisfied, will shop around for more congenial work environments.
Employee engagement is a two way street
Employee engagement is a two way street. Organizations have to provide a working atmosphere that is inclusive, that is collaborative. They need to put their expectations from workers on the table along with details on their own history, vision, objectives, work methods, etc. Workers who are willing to join and engage need to commit to the requirements expected from them.
This kind of arrangement builds a basis for trust and loyalty – both parties to the agreement pledge their support for overall success for both – organization / employer and employee. Practices in the workforce thus have to be more all-encompassing so that employees do not feel ignored. On the other hand they also have to be creative and innovative to keep workers motivated, challenged and involved. Over time, organizations are changing in the face of these changes in the world of business. They are getting better at offering and providing an environment where employees feel enabled and empowered – where they want to contribute and help the organization ( and by extension, themselves) grow.
Not just handing over work and instructions
Employee engagement is not just a case of handing over work and instructions on how to do it. It is not a case of evaluating the finished work and making payment for it. In the new world of business, employees and workers are as much a part of the decision making process as the top management and leaders in the organization. They discuss and collaborate with their employers on every aspect of the job, including evaluation and feedback. They welcome feedback, of discussing how to improve their contribution and work more efficiently.
Similarly they revert to the employers with their assessment of the bosses and the organization. This two-way conversation is what is expected from organizations by the new breed of workers. This give-and-take is the kind of employee engagement that they desire and expect. Any company, in order to be successful, is well advised to heed to this level of communication and engagement with their new and young workers.