Employee engagement can be described as a method of ensuring that employees are involved in the creation and execution strategic and operational projects. This decreases resistance to change as well as boosting employees’ motivation to deliver high-quality services. An organization must have a system of communication that allows interaction across all three planes. This allows employees to better understand their work and helps them achieve their goals. Recognizing employees’ intrinsic desires and motivating them to fulfill their duties effectively is possible by investing in recognition programs. In order to improve the employee’s well-being, institutions must make investments in modern HR methods, such as training and onboarding. Staff must be creative and innovative to improve their sustainability and adapt to the changing corporate environment.
Onboarding is not provided by the company, which means that employees aren’t trained on how to perform, what they should expect, and their corporate values. The company requires new workers to report immediately after they are hired. This causes a lot of confusion. It does not hold performance appraisals. These are semi-annual or yearly exercises that allow the company to determine the level of competence of employees and assess their contributions to reaching company goals. It is difficult for the company to measure the impact and contributions of its workers in achieving the goals. It is more difficult for the company’s current architectural and engineering services to be implemented because they have not invested in personal development programs such as training on the job. There are no financial incentives or other non-financial rewards that can be used to motivate employees or extrinsically encourage them to do better. They don’t care for the health and well-being their workers. This causes them to eat poorly during lunch.
Organization’s performance feedback approach is outdated. It can also be influenced by personal biases. These methods are easy to understand, so the company considers them obsolete. The latter has to occasionally make specific remarks about employees’ talents, capabilities, attitudes, aptitudes, and other personal characteristics. However, this is subjective. The report’s later perceptions may reflect personal prejudice. Use 360-degree feedback or the MBO to give staff performance feedback. Adopting the management by objectives (MBO) approach assists the firm in achieving its strategic goals and objectives (Armstrong & Taylor, 2020). MBO allows workers and managers to create, organise, and communicate specific goals within a defined strategic term. Management must be clear about their objectives and goals to govern the MBO. The SMART (Specific. Measurable. Achievable. Realistic. and Time-Bound), goals must be established by management in collaboration with employees. Management and employees can use SMART goals to help them understand their respective roles, expectations, and execution strategies. 360-degree Feedback is another tool to manage performance. 360-degree feedback, which is multidimensional, analyzes worker performance using multiple circles of influence including peers, seniors, managers, customers and junior staff. 360-degree Feedback is designed to help employees understand their performance better and identify biases. 360-degree feedback allows employees to identify their weaknesses and strengths, and then determine the best ways to boost their productivity. The 360-degree feedback allows the company to evaluate several aspects of its performance, including collaboration, flexibility and communication. It is crucial to understand the views of other stakeholder groups.
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