An intrinsically motivating force contributing to employees’ performance (higher or lower), employee engagement serves as a concoction of commitment, productivity, loyalty, and ownership. Across industries, employee engagement has continued to be a matter of importance. Further, the new generation of millennials and Gen Y is pushing the envelope and changed the practices for employee engagement significantly. The new generation focusses on these attributes and measures their success when they understand the impact of their efforts. It facilitates their road path to growth and gives a sense of purpose and belongingness towards the organization. With organizations, particularly startups being in their restructuring and resizing phase, it is imperative from an HR perspective to explore new approaches to strengthen this engagement.
Today, in the startup world, an employee is full of enthusiasm to grow and learn but only if these unicorns can provide continuous learning and development opportunities. They remain engaged. Further, they aspire to be future ready and wants to polish their existing competencies to learn new skills. In this case, a start-up must avoid stagnation in their learnings as it will lead to dissatisfaction that will hamper this engagement module.
Often termed as ‘Job Hoppers’, the new generation of talent is characterized to be having a divergent, self-confident, resilient approach towards all spheres of life. With the survival of fittest coming into the picture, this generation prefers multiple career paths. Especially in the age of inflation and competition growing every day.
Nurturance and protection, combined with the positive response to their emotional, and physical need by their parents have played a significant role in increased expectations for themselves at the workplace. They are ready to invest their time and energy however, they seek immediate results in their work, and desire for speedy advancement. With most of our lives being technology driven, and increased familiarity with mobile phones, laptop computers, real-time media, and communication has escalated to an extreme level. This has directly lowered the level of patience an employee holds, engendering in them immediate feedback expectations from their supervisors.
New entrants entering the workforce are more demanding and prefer to work on their own pace. Available benefits and opportunities might not give the desired satisfaction to the employees in their organization. No amount of training and development activities, HR policies, the rewarding system can bring about a change in an employee’s loyalty and commitment if he/she does not feel good about themselves in the organization. The world of startups must not forget this aspect while working on employee engagement.
On entering the world of crazy working hours, high expectations of being appreciated, recognized, approved and rewarded by the employer tag along. Consequently, they have a strong desire to be led with clear directions and be well supported by their supervisors. An amalgamation of satisfaction with the opportunities for professional growth and a clear understanding of how their work impacts the organization’s business goals contribute to an engaged workforce. Therefore, the new employee and employer should not treat the engagement as simply an incentive program.
In the end, the startup ecosystem can only progress if they create a positive sense of belonging. It is essential to have a greater understanding of an employee’s perspective towards life and increased knowledge of their aspirations, in order to make an engagement program effective in the start-up ecosystem that is truly aiming to make our world a better place to live.