Many organizations overlook the need to tap into the unrestricted efforts of employees. This is a key factor and is of great essence to the organization’s success. Engagement with staff is necessary as it is an effective tool towards production, because it provides information to Human Resource managers (MacDuffie, 2005). This information is useful coming from employees as they are the ones with first hand access to company products. To raise engagement levels, companies must make greater use of rewards of non-monetary nature such as career growth opportunities, meaningful job designs and employee recognition programs.
For these measures to be effective there must be a clear link between performance and rewards in the minds of employees. It is up to the Human Resource manager to define this link and explain to employees what is expected of them. The only way to achieve this goal is by engaging with an employee. When the employee becomes aware of what is expected of them, they will work towards it scraping vices such as diversity in the organization. When dealing with the employees, it is also important to show empathy (Boxall et al., 2012). Human Resource managers need to adopt this since this is the only way they can be aware of challenges such as workforce diversity. The software industries in India focus mainly on productivity and have no link with their employees. Employees are guided by their manuals.
Some managers fear delegation because they are not confident of their employees’ abilities (Armstrong, 2009). They also fear that their employees will make mistakes and these mistakes are blamed on the managers not the employees. It is important that you give people a share of work so that they develop the necessary skills required and are motivated to get the job done right. If possible, you should be able to delegate some form of work to every employee on your team. If Human Resource managers push the work as far down the hierarchy as possible, this will create time for them and in turn, help the employees grow (Cooke et al., 2005).
This strategy produces results. Delegating duties to your employees not only motivates them but also makes them feel important. By delegating duties to employees, Human Resource managers make them feel appreciated and part of the team. In addition, diversity is lessened amongst employees as leadership roles change constantly. None feels superior to the other. Software companies in India present manuals to their employees dictating them to respect the chain of command and never question it.