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As the first alternative, we recommend Mr. Chua pay assiduous attention to building a robust and conducive corporate culture in the company. In particular, considering the increased turnover rate of newly hired personnel, indicating the acute lack of motivation and commitment, Mr. Chua can develop a strategy that enhances employee engagement. This fundamental approach means providing workers with the opportunity to participate in decision-making processes, including policy and strategy formation. Engaged employees are regarded as ones who are entirely immersed in and passionate about their work, clearly understanding that their and the company’s reputation and interests directly pivot on their appropriate behavior.
To improve the involvement, we highly recommend cultivating a feeling among staff that their work is meaningful, which allows them to realize their value within the organization. Osborne and Hammoud (2017) also advise that it is beneficial to encourage younger workers with monetary compensation and job security to increase their loyalty. Furthermore, the best ways to heighten employee engagement include promoting rewards and recognition, developing an ideological bond between leaders and employees, and empowering workers. Herewith, we are fully aware of the tremendous work he performed for the company’s benefit and value his effort that promoted our fast development and expansion in recent years.
Advantages
The first significant privilege of employee engagement is its ability to enhance the job satisfaction and productivity of the workforce, which was confirmed by a literature review by Barik and Kochar (2017). Barik and Kochar (2017) also specify the second advantage of this concept, that is, much better employee retention and, thus, turnover rate. Finally, employee engagement ensures the steady professional development of management-employee communication via participation in decision-making and shared zeal for growth.
Disadvantages
Perhaps, the most significant drawback of alternative work is the possibility of disorganization. The company should provide regular, time- and cost-consuming training to address this issue, especially for entered personnel. Besides, there is a necessity to assess employees’ demographic and mental characteristics to match their abilities to the company’s vision. The final disadvantage is the need to perform systematic employee engagement and performance surveys to determine whether outcomes meet the established objectives.
References
Barik, S., & Kochar, A. (2017). Antecedents and consequences of employee engagement: A literature review. International Journal of Latest Technology in Engineering, Management & Applied Science, 6(4), 33-38.
Osborne, S., & Hammoud, M. S. (2017). Effective employee engagement in the workplace.International Journal of Applied Management and Technology, 16(1), 50-67. Web.
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