Employee Freedom of Expression and Retention


The topic to talk about today is about employees and their voice at workplace. Their are different ways through which an organization, can provide voice to their employees. First of all, it's very important to understand that workplaces have changed, the dynamics of business and how people work and how they want to be treated has changed altogether in the past 10 - 20 years. With companies going global, employees focus more on development, businesses are realizing the potential that their workforce could offer and the value that these people could add to the business through their knowledge and expertise.

Techniques to Retain Employees today are totally different to what they were previously. Good pay might not be the only way out. Employees today look for culture that is conducive, open and one where they could belong. Employees wants to get their voices heard. They are no machines. Tthey want to be a part of the bigger picture and like to take ownership at workplace. Companies that allow their employees this independence would certainly be able to keep employees and reduce the turnover.

So the million dollar question is HOW, Leaders or decision makers should understand the potential of the people, understand that those performing duties are capable and should be trusted. They should be asked for their inputs, should be given mandate, some sort of independence in making decisions, should be provided a voice in solving issues pertaining to their job and do things the way they want them to be done. This will not only develop a better culture in the organization but also aid the businesses in having people who would love to work, take ownership at workplace, thus helping creating a win-win situation for the business.

Another mean for employee voice is his engagement. Starting from the top, we have to understand that employee would only speak up if he feels a part of the system, and knows he will be valued, and this could only be done through creation of a positive culture, by introducing processes that increase positivity, for instance praising good work ethics and celebrating success or creating climate of hope and good humor.

Another thing that could be of vital importance while creating a more engaged workforce is affirmation of the best, it would also benefit in creating a unity of direction, developing better practices and fostering good work ethics and could be done through recognizing and developing best practices. This would tell others what is expected of them, leaders could play a vital role here by showing their personal interest and focus, and it would help in showing the staff that the leadership does care.

Organizations run on people, human beings form the backbone of businesses, recognizing people’s strengths and turning them into talents that could serve as ingredient for business success is a key to achieving employee engagement. One way to do it is understanding what people are good at and then putting them into those processes where they could nurture their strengths.

Continuing from the ability of employees to work on their strength, managers should make sure that while people are working in teams, they are more productive, and this could be done through putting them to tasks where they feel confident. If they can feel more at home with tasks they are performing they are more able to put forward their point of view, or else we could swap their tasks and put them to tasks where they are more confident.