Unlocking the Power of Employee Engagement for Organizational Development

Organizational development is a process that seeks to comprehend what a company is striving to accomplish in order to design initiatives that can reinforce its capacity to reach those objectives. According to the Corporate Leadership Council, employee engagement is the degree to which employees commit to something or someone in their organization and how long they work and remain as a result of that commitment. Studies have revealed that 92% of business executives believe that engaged employees achieve better results, increasing the success of their teams and the organization's overall success. Organizational development professionals have an essential role to play in assisting leaders address this issue.

It is like a catalyst for all other branches of strategic human resource management (SHRM), as it provides the necessary experience to foster and develop talent. Leaders and managers need clear visibility into the organization's talent pool so they can make informed decisions about how to retain and develop key talent. Above all, they may love the place where they work and be committed to seeing it grow, and an organization grows by leaps and bounds when employees are engaged. Conducting an organizational evaluation is a systematic process for obtaining valid information about an organization's performance and the factors that affect performance.

McKinsey & Company, in a global study on successful organizational transformations, identified co-creation, collaboration, and employee engagement as key indicators of success. This is just one of many employee engagement statistics that demonstrate the value of employee participation in an organization. A comprehensive employee engagement process focuses on the relationship between the employee and the organization by conducting surveys, comments, focus groups, and development planning at the team or organization level. It is essential for organizational leaders and human resources teams to combine talent with the functions that provide these aspects of engaging work.

By doing so, they can ensure that employees are motivated to “be their best” and contribute to the success of their teams and organizations.

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