Peter Drucker, the management guru, once said, “Work has to make a life.” Another management expert, Charles Handy elaborated- the myths die hard, the myth that profit of the purpose.
The organizational purpose needn’t be about always about profits. It shall be bigger than profits, bureaucracies, and power. The operating ethos is visible in the ways it functions and how it deals with suppliers and external people. It has to have a soul in terms of leadership philosophy. Any leadership philosophy doesn’t come from any meeting or seminars. These have to be inculcated, practiced, and taken care of.
Aristotle very clearly laid down how people are driven by purpose. They feel motivated if they know what they are going to do will transform organizational successes one day at a time. Everybody is here for a purpose and organizations thrive on people and their capabilities to get their purposes fulfilled. It will be for the company’s own good that it realizes that it depends on people and people on companies. This understanding of this perfect equilibrium is the essence of perfect employee relations.
If the employees are driven by purpose and love the organizational culture, it benefits companies in more ways than one. But if the companies are driven by politics and power, no matter how strongly purposefully the employees are driven, it doesn’t make much of a difference.
Organizations are going out of the way to make sure employees feel at home when they join them. Even on the first day of their joining, they are welcomed onboard with orientation at great places and with food of their likings. The first day itself ensures, the camaraderie flows smooth. The employees feel as a part of the family and from the first day of their work are rightly influenced by positivity, a right attitude, and a feeling to benefit the organization.
The differences between practices adapted just for the sake of employee engagement and actual vibes at the workplace can be easily distinguished by the incumbent employees. The human resources department must actively take it upon themselves to make future workplaces which training and develop employees in a way which make them very easy to leave the workplace and fins new opportunities when they need to but offer them such workplace bonding that makes it difficult for them to leave the organization.
Across the world, business leaders are seeking new ways to engage employees, as reported by Deloitte- it’s the leading thought in every leader’s mind. Different generations at workplace present new problems. Bring people together to make work an experience. Difficult, but not impossible.
When does employee engagement happen? It happens when the organizational culture is open, collaborative, communicative, transparent, trustworthy, and open. Employee engagement will happen when people feel highly motivated about the organizational purpose and culture and don’t compromise one for the other. The employee relations are based on the foundations of feelings and when feelings are right, nothing can go wrong.