Employee engagement is an integral factor that determines the overall commitment of the workers to their employer. Organizations are more likely to retain an employee who develops their willingness to remain focused till the end of their project (Wickramasinghe & Perera, 2014). Workers who go beyond the call of duty and who are motivated towards their duties remain more focused to finish their assigned tasks. Managers are tasked with the responsibility of keeping the employees engaged in their work. Regarding the provided case scenario, Brit as the PM is faced with employees who are more focused on their next contract, since the current one is almost the end. With this more aligned to impact the employees' dedication to the outcome of the current project, Brit has to ensure their engagement is entirely focused on the active project.
According to Shoaib & Kohli (2017), fully engaged employees can achieve astounding results as they remain energized and motivated on their current task. As the Project manager, Brit should ensure the employees possess, control over their work, by giving them what they need and want in their roles. This includes providing relevant tools, training, and supervision. On the other hand, he can adopt effective employee recognition strategies as well as rewarding hard working employees. Not only does this keep the workers engaged, but also motivated to their daily operations, and would be glad to see their current project.
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Despite being the end of the project, the project manager should ensure every employee is busy and encourage collaboration. This goes beyond keeping the employees focused on their work, but also feel as part of the team and in turn more focused to achieve the overall project as a team. The idle employee may feel unwanted and hence focus their attention elsewhere. Finally, as the PM, Brit should encourage creativity, positive feedback, giving and effective communication of updates (Shoaib & Kohli, 2017). This would ensure the workers are well aware of critical updates and know the actual progress of the project. In summary, employee engagement determines the success of the project implementation, and in turn, managers or organizational leaders should ensure workers’ commitment is at their best.
References
Shoaib, F., & Kohli, N. (2017). Employee engagement and goal setting theory. Indian Journal of Health & Wellbeing , 8 (8), 877–880.
Wickramasinghe, V., & Perera, S. (2014). Effects of perceived organisation support, employee engagement and organisation citizenship behaviour on quality performance. Total Quality Management & Business Excellence , 25 (11/12), 1280–1294.
