The process of engaging employees in active work to increase productivity and develop individual professional skills is a pressing task that many managers face. Motivation is the tool that may help to improve performance results and hone personal skills. However, the appropriate stimulation of activity is not always effective, and some employees are indifferent to the competent achievement of their assigned duties.
This, in turn, affects the outcomes of work negatively, and if a business organization is considered, profits can be reduced due to the insufficient quality implementation of a particular development plan. In order to avoid such consequences, it is necessary to develop a relevant mechanism that may allow employees to be involved in the work process and ensure their comprehensive efficiency. For this purpose, the development of a suitable learning culture is necessary, and the leadership of a particular organization is to do everything possible so that subordinates could have an opportunity to assess the range of their capabilities and the need for professional growth.
One of the important criteria that determine the success of employees’ activity is their satisfaction with the current working conditions and opportunities that are provided to them. In case appropriate management initiatives are applied, it is possible to achieve improved performance indicators without the need for substantial financial costs. According to Hanaysha (2016), “encouraging organizational learning culture is a fundamental mechanism to nurture employee’s job satisfaction, organizational commitment, and to ensure a healthy and stable workforce on the long term” (p. 292).
Therefore, changes need to be made to the mode of operation if the staff demonstrates indifference to the qualitative performance of immediate responsibilities and is not interested in increasing the profits of their company. For this purpose, it is essential to create the environment that will facilitate employees’ training and stimulate their growth, which is aimed at strengthening the intellectual base of a particular enterprise and retaining talented specialists. In case such principles are encouraged by the management, the company’s personnel will most likely be interested in increasing their personal working results, which will have a positive effect on the overall profit.
In addition, it is essential to develop such a plan that will facilitate the active engagement of not only employees but also managers. As Park, Song, Yoon, and Kim (2014) note, a supportive culture associated with learning and involving leaders will contribute to allocating resources rationally and coaching the staff, enhancing workers’ participation in their company’s activities. To implement such a strategy, it is significant to provide the staff with appropriate resources, for instance, access to educational materials to improve their skills.
Specific courses aimed at the comprehensive training of employees and their learning the new aspects of professional activity can be part of the methodology for encouraging engagement. As a technical base, modern media tools may be applied, for example, online testing, video conferencing with colleagues from different company’s branches, and other digital technologies. An appropriate learning culture can help increase employee engagement and enhance professional performance outcomes.
References
Hanaysha, J. (2016). Testing the effects of employee engagement, work environment, and organizational learning on organizational commitment. Procedia-Social and Behavioral Sciences, 229, 289-297. Web.
Park, Y. K., Song, J. H., Yoon, S. W., & Kim, J. (2014). Learning organization and innovative behavior: The mediating effect of work engagement. European Journal of Training and Development, 38(1/2), 75-94. Web.