Deliverable 3 - Developing Organizational Effectiveness

Have you ever worked in an environment that was high-energy and kept you engaged? What was it about that environment that encouraged you to perform at your best? Employee engagement is critical to the success of an organization. Employee engagement is created and molded by several elements within an organization, primarily the relationship between employees, management, and the culture. Various practices and behaviors support obtaining and retaining a cohesive, high-performing, and engaging environment. Leaders must establish excellent communication, applaud employee achievements, engage the employees to deliver encouragement, and provide feedback. These leadership behaviors can be reflected in the workplace environments, the design of the workspace, and the way engagement is fostered within the culture. Often an employee will be engaged if there are opportunities for growth and feel needed when those growth opportunities align with organizational goals.

Leadership Blueprint

· Vision: Provide a clear vision of the objectives or goals. 

· Influence: Strengthen the morale with acknowledgment and encouragement. 

· Accountability: Clarify responsibility individually and as a team. 

· Motivate: Create a motivating environment. 

Organizational Performance

Strong organizational performance is the reflection of effective productivity. For organizational performance to be successful, everyone must maintain individual responsibilities. Leaders practicing essentials behaviors in the workplace will only encourage a better commitment from employees, resulting in a better outcome. Developmental success is the result of good employee engagement. The connection between employee engagement and organizational issues supports the ability to be more innovative, competitive, and profitable.

Engagement and Organizational Outcome

The positive correlation between engagement of all employees at work and organizational outcomes is critical to an organization. An organization can be more effective and productive if there is leadership collaboration. Encouraging and influencing higher performance by leadership will support an active and productive work environment. Therefore, leadership must engage the team in order for the organizational outcomes to remain positive.

The engagement of a team can be demonstrated through a variety of activities, including: how an organization conducts business, treats employees, treats customers, and the overall community.

· creativity to develop new ideas, make decisions, and engage in personal development and expression.

· the response and measurement of the commitment by employees to team objectives.

Engagement and the effectiveness of an organization go together. If there is a high level of interest created and exercised within the environment, there are more top performance results. Top performers demonstrate these behaviors when engaged: creativity and innovation, provide collective and constructive feedback, and obtain a diversified skill set overall job satisfaction is apparent. Low employee engagement results in low morale, lack of interest, poor performance, and artificial focus, which can be detrimental to the overall operation and bottom line of the organization.

Engagement and organizational outcomes can be influenced internally. Developing clear standards for performance and agreed-upon objectives and desired results will assist in identifying the areas that employees may need improvement. Leadership can then ensure employees are performing and engaged at the highest level, allowing the organization to achieve desired performance results. Employee engagement has a direct and critical impact on the performance and productivity of an organization.