How to enhance Employee engagement

a. Through line managers-Line Managers play key role in Employee engagement ,where the  Line Managers should make employees aware of their individual strengths , provide continuous feedback on how those strengths are being used , ‘clear the path’ so that employees can do what they do best without unnecessary distractions ,build trust by showing commitment to the employee’s success, challenge people within areas of their distinctive strengths, focus upon particular skills and knowledge in order to build talent into strength, give employees ownership and creation of their outcomes (Coffman and Gonzalez-Molina , 2002 , cited in Armstrong and Taylor , 2014 ) . However ineffective line managers may lead to develop distress among the employees and to increase labor turn over of an organization .

b.Job design-Job design assist the employees to identify their job roles and related desk instructions of the assigned job .

c. Learning and Development Programs-Learning and development programs  assist the employees to learn job functions and develop their job skill levels ,abilities ,which ensure the employee engagement according to Armstrong and Taylor (2014) . All Bank Employees of our Organization is provided a Learning and development opportunities by establishing Learning and development culture in the Organization . All the branches and Departments are encouraged to have in-house training programs on monthly basis .

d. Use of evidence base management techniques-This refers to the information gathered from recruitment interviews ,inductions data , intention to leave surveys ,exist interview questionaries’ ,focus group and attitude surveys Armstrong et al (2010) .

Table 1.0 : Reasons for employee turnover

Reason for Turnover	Male	Female	Grand Total
To join other competitor organizations	13	5	18
To join other organizations	18	8	26
Migration	36	17	53
Higher studies	9	6	15
Personal reasons	8	24	32
Retirement	8	6	14
Other	13	10	23
Grand Total	105	76	181
Percentage (%)	58	42	100

 (Source: Sampath Bank, Annual Report, 2017)

e. Through performance management- Performance Management process is done by establishing a performance appraisal systems ,where the performances of employees are reviewed periodically .

f. By developing Reward Management – Reward Management process is established for the entire staff ,where the employees are rewarded with multiple bonuses ,foreign tours and scholarships based on the performances [mainly the financial performances] during a particular year . Reilly and Brown (2008) developed a Reward Management model to build and improve employee engagement of the organization.

Figure 3.0 : Reward policies influence performance through engagement

Culture/people management • Supportive supervisors • Regular open feedback  • Team working • Involvement in decision-making • Career development  • Work–life balance

                                                ----------à            

Staff attitudes and commitment • Satisfaction with pay and recognition  • Treated fairly • Feeling involved and developed • Identification with organization

Performance

                                                                 ------à                                                                                                     ------------à    

                                                  

Rewards • Performance pay  • Variable pay  • Team rewards • Recognition  • Reward for customer   service/quality • Single status

 (Source: Reilly and Brown cited on Armstrong et al , 2010)

Reference List

Armstrong, M.(2010) Armstrong's Essential :Human Resource Managewment Practice,Guide to People Management. London : Kogan Page Limited .

Armstrong, M. and Taylor,S. (2014). Armstrong's Handbook of Human Resource Management Practice. 13^th edition. London: Kogan Page Limited.

Sampath Bank Plc ,Annual Report ( 2017) TRANSFORMATIONAL CHANGE .37-74.Available from https://www.sampath.lk/en/investor-relations/annual-reports.pdf[Acessed 08 October 2018].