How can employee engagement be used:
To improve perceptions of fairness in the workplace.
Employee engagement can be used to improve perceptions of fairness in the workplace in different ways but the basic of those is to focus on the aggregating and firming the employees understanding and perception of the support they get from their employer within the workplace. Employee behavior can be greatly affected based on their perceptions of their workplace and their level of engagement. As per the example by Greenburg 2002, perception of the procedures used to determine pay raises uniquely contribute to such factors as organizational commitment and trust in supervisors (both of which are strongly related to employee engagement). And, perceptions of outcome are uniquely associated with an employee’s own pay satisfaction.
This clarifies that how important an employee perception can reflect his/her behavior towards the workplace and organization. The fair the process and procedures will be the better perception the employee’s will have. The process of building the perception about the workplace starts as early as the first point of contact between the employee and the employer at the time of the lodgment of the application. The fair the process is, the better the employee perception is and that will give an employee enough confidence that his/her application was handled with honesty and an equal attention.
There can possibly be other factors involved too that can effect an employee’s perception about the workplace. They can range from the colleagues from multicultural backgrounds, minority or majority of different cultural combinations and different levels of expertise. The other factor that can effect an employee perception include but are not limited to can be the organizational changes like cost cuttings, structural changes and role/staff reduction can change an employee perception fairly quickly on the processes involved and the fairness of the processes. It is to note that it’s not the fairness in how the changes are implemented but the way the employee’s are treated with the structural changes.
To improve employer – employee relationships i.e. industrial relations.
Every relationship starts on trust and as said, it takes years to build trust but seconds to break. It acts as a backbone for every single relationship. Same principle applies to the employee-employer relationship. The more trusting relationship it will be between the employee-employer the more loyal and long-term commitment can be noticed. As per the trust triangle built by Dr. John Carter, there is a clear guideline for organizations to follow to build trust in their employee’s. It starts from having a straight, upfront and an honest talk between the employee and the employer. The next part at this level is a potential to listen on both the ends. By focusing closely on listening the issues and problems, a great amount of information can be exchanged between the employee and...