In order for organizations to thrive and achieve
the potential, the organization need fully engaged, committed and contented
workforces and employees must buy into the mission, culture and values of the
organization, appreciate the value of employee role and crucially, the
organization need to have a strong relationship to the mutual benefit of the
business and employees
PROCESS OF WINNING THE HEARTS OF EMPLOYEES
~ Show the Ability
Employees
are more likely to respect the organization if the organizational management is
technically strong, have superb skills and have proven the organizational image
in the chosen field with higher standard and complete authority
~ Be the Personality
There
has to be a certain amount of distance between the organization and the general
workforce, however to engage with staff on a personal level should allow
employees to see and understand the image of the organization and the standards
since there is more to the game, than simply barking instructions
~ Make Decisions
In
order to be a successful, the organization need to have courage in convictions
without sitting on the fence the whole time, that will make the employees start
making own decisions and undermining organization authority
~ Be Collaborative
Employees
rarely respond well to autocratic, power-hungry managements and organizations
that is determined to impose organizational agendas only, regardless of logic
and reason. Therefore, the organization has to be approachable and
collaborative where possible, to get the employees involved
~ Assist with Development
One
of the methods of the organization to win the hearts of the organization is to
promote career development opportunities for the employees and
support employee’s professional ambitions
~ Provide Effective Cover
Common
grievances employees have with the organization is the level of cover provided,
in meddling with workloads while the employees are on leave
~ Provide the occasional Luxury
This
might be something as simple as a slice of cake, a box of biscuits, a round of
fancy coffees or a drink after-work, and spending a few of the hard-earned
pennies of the organization on employees is just another way of saying 'thank
you' to the hard work & effort to encourage employee bonding
Figure
1: CREATE A WIN WIN SITUATION
Source:
CONCLUSION
A win-win situation to both the organization and the
employees will assure a company’s own success in achieving desired profits or
revenue levels coupled with brand equity and percentage of market shares
Figure 2: Asia’s Best Employer Brand - “Wing” reaps another
award for its commitment to employees.
Source:
“Wing” has showcased the organizations prowess as the winner of
Asia’s Best Employer Brand award during a virtual ceremony hosted by the World
HRD Congress at its 11th annual ceremony in October 2020 and the company CEO
revealed that “Wing” invest in employees by building up the capacity to become
dynamic future leaders through development programs, and by giving employees
the opportunities to grow showing the company’s sustained commitment to staff
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Developing mutual trust-based relationships between leaders and followers is critical for effective leadership has become a commonplace in leadership research (Brower, 2000).
ReplyDeleteYes Asanka, when the trust is in place, each individual in the oragnization becomes stronger, because each individual is part of an effective, cohesive group and when people trust one another, the group can achieve truly meaningful goals without drawbacks (Ravi, et al., 2011).
DeleteThe employees are best asset in company. When employers become as powerful listeners they can win employees. It's helps to increase trust, reduce conflicts and motivate the employees. As well as been authentic also impact to build good relationship between employers and employees (Kelly, S. 2015).
ReplyDeleteYes, leaders and managers should fall into the “reliable experts” category, however, don’t assume that formal position of the organization automatically makes the leaders an expert in the eyes of employees. In terms of building trust, the way the organization treat employees has just as much impact to the final result in building trust(Karlsen & Massaoud, 2008).
DeleteIt can be very difficult for a single worker to speak to management about a workplace problem (for example, forced overtime or late wages) and to resolve their difficulty individually – assuming they even have the confidence to raise the issue. Unions work on the principle that if all workers speak with the same voice, their concerns are more likely to be addressed. This involves union members in the same workplace getting together to talk about common problems, democratically taking collective decisions on workplace issues, and putting these views to the employer. Individual members usually elect someone to speak on their behalf – a shop ‘steward’ or ‘representative’ and to discuss their concerns with management. Where the union has a recognition agreement with management (this is where the employer has agreed to negotiate with the union to set staff terms and conditions), they will have regular formal discussions. These negotiations are referred to as ‘collective bargaining’. Unions are financed through the individual contributions of their members. Unions continually seek to recruit members (encouraging new members to join by ‘organising’) and to build an active membership, as this gives unions stronger bargaining power in negotiations with employers (Ethical Trading Initiative 2010)
ReplyDeleteAgreed Madura, collective voice is very important in negotiation because same allows workers to contribute collectively to decisions that affect their working lives and to make it prosper as against the present(Jiang, et al., 2019).
DeleteYes Kalum, the mere existence of aspects such as motivation, job satisfaction and performance, all speaks volumes of the need to win employee loyalty to achieve best productivity in the long run (Poddar, A et al. 2017).
ReplyDeleteAgreed Asitha, going further, the optimal level of productivity for each task or project where productivity is the main driver of progress which is very important in the long run of the organization(Nda & Fard, 2013).
DeleteAdding on to your post, Key factor in winning the hearts of the employees is by building a culture of respect. Respect is a cornerstone, be it either professional or personal relationship. With the right kind of respect given, employees will feel a sense of commitment to the team and the organization (Marciano, 2010).
ReplyDeleteWinning the hearts and minds of employees is a critical aspect and If organization is looking to engage employees and improve productivity, then the organization need to start by gaining the trust of employees(Monzani, 2015).
DeleteEmployees seek to be treated with respect by those they work with. A hostile work environment with rude or unpleasant coworkers is one that usually has lower job satisfaction. Managers need to step in and mediate conflicts before they escalate into more serious problems requiring disciplinary action. Employees may need to be reminded what behaviors are considered inappropriate when interacting with coworkers (Hill, 2019).
ReplyDeleteYes, an unpleasant co-worker tries to conquer by dividing and same can frustrate the other workers because some of the coworkers are being manipulated and do not see the person who is really hiding behind the mask, this can easily impact the team’s integrity. Therefore, should keep your distance as far as possible from these workers and decline the false acts of kindness politely (Hess, et al., 2006).
DeleteJohn Storey et al (2009) discusses, community affects employee engagement in two ways. First, a community represents cohorts of teams with whom the employee works. Peer pressure and social networks encourage employees to commit to their job. Gallup’s finding of having a friend at work as a source of engagement implies a reciprocal relationship between the employee and his/her peers. Because of personal relationships, employees have goodwill towards their peers and will try to not let them down, and to make sure that they are not the weak link on the team. Richard Hackman’s (2002) research on high-performing teams shows that when employees feel like they are part of a social network,or community, they allocate more effort to supporting the goals of the team.
ReplyDeleteYes Mihiran, everyday organizations are looking for ways to improve the bottom line and, in this climate, predicting the ebbs and flows of the economy is difficult (François & Lemercier, 2014). However, one thing that can always be improved is employee productivity and focus on creating a culture where workers have strong professional relationships with one another in order to drive organizational efficiency (Sarode & Shirsath, 2014).
Delete