Dynamic Workplace Strategies For an Engaged Workforce

workplace dynamics

For the company work environment to thrive, a higher percentage of employees must be engaged. “In June, the percentage of U.S. workers engaged in their jobs continued to hold steady at 31.9%.” (Adkins, 2015), less than a third, according to a Gallup poll.  Employees can experience a feeling of being undervalued and subsequently disengage while employers may work under the assumption that employees’ taking a meaningful interest in the success of the company is unrealistic. Engaging employees is the best strategy for creating a dynamic workplace. Can businesses inspire their employees to act as interested, involved representatives of the company? Each position has been deemed a necessary role in which a suitable employee must be placed.  Beyond performing the functions of the position, how much an employee contributes to meeting the objectives and goals of the company can make the difference between an average company and one that thrives.

Dynamic Workplace Strategies

A thriving company consists of an engaged workforce reaching together toward common, well defined goals. A company mission statement often describes the company’s overall goals with more specific objectives for each department being outlined in the department manuals. To properly define and carry out company and departmental goals, discussion, training and education must be administered so that employees can clearly understand the goals that management is striving for.  Management should involve their staff in suggesting actions for implementation of workplace strategies. Always keeping the company’s mission in mind, management should lead employees in offering their suggestions, valuing their input.  Teams should be assembled to tackle various goals, fostering relationships between team members, always keeping the work of the company in the forefront. Mutual respect between management and the workforce is a key factor in effective communication. Taking an interest in individual career goals of the workforce can help company strategy but utilizing talents more effectively. These discussions develop vision, loyalty and a ground up structure, avoids stagnation and encourages employee retention.

We’re on a Mission

A mission statement outlines the reason a business exists. Understanding the reasonable purpose for a business can help employees gain a broader perspective and give them a foundation to build upon. Connecting the company’s goals with daily tasks develops meaningful connections. “Companies generate vitality by giving people the sense that what they do on a daily basis makes a difference. Learning is the growth that comes from gaining new knowledge and skills. People who are developing their abilities are likely to believe in their potential for future growth.” (Covert, 2012). When future company goals include change, “Employees need to maintain a mindset of flexibility, adaptability and collaboration to thrive. This mindset must be applied to their own work experience as well as in how they work with others” (Smith, 2015). When changes are proposed, which often involve technology, fear of negative results should be dispelled, and a positive presentation of the changes outlined to discourage negativity. Employees should understand how their daily tasks work towards goals by understanding their company’s mission statement and goals. They could be poised for future growth with the company by instituting career counseling, acquiring business knowledge, receiving specific training and learning new skills.

Recognizing Individual Talent

Not only is a company vision important, but each employee’s individual goals to grow with the company should be encouraged. “Each person’s potential extends well beyond his or her job description and tapping that potential means recognizing how an employee’s unique set of beliefs, talents, goals, and life experiences drives his or her performance, personal success, and well-being (Reilly, 2014).  Management should steer away from micromanaging and move toward allowing employees to use their knowledge and skills on the job.  “One way to create enthusiasm about even the most mundane tasks is through challenging employees to improve new processes for performing their job functions and rewarding employees whose suggestions for improvement save the company money and resources” (Mayhem, n.d.). Cross-training and interdepartmental meetings can develop beneficial connections that aid in understanding the function of the various departments and how they should work together. Collaboration through team dynamics can initiate channels of communication that may dissolve barriers and develop healthy relationships between departments. Employee development through education and training, interdepartmental relationships and teamwork among employees are strategies to be utilized in developing a dynamic workplace.


Adkins, A., 2015, July 9, U.S. employee engagement unmoved in June at 31.9%. Retrieved from http://www.gallup.com/poll/184061/employee-engagement-unmoved- june.aspx?utm_source=EMPLOYEE_ENGAGEMENT&utm_medium=topic&utm_campaign=tiles

Covert, K., 2012, Feb 18, Workers thrive in dynamic workplace; employers should encourage vitality and learning at work, study suggests, The Vancouver Sun, Retrieved from http://search.proquest.com/docview/922308208?accountid=33575

Mayhem, R., n.d., Examples of employee engagement strategies, Retrieved August 18, 2015, Retrieved from http://smallbusiness.chron.com/examples-employee-engagement-strategies-11241.html

Reilly, R., 2014, January 7, Five ways to improve employee engagement now. Retrieved from http://www.gallup.com/businessjournal/166667/five-ways-improve-employee-engagement.aspx

Smith, E., 2015, July 22, How the changing definition of the “workplace” impacts HR., Ere Media, Retrieved August 18, 2015, from http://www.eremedia.com/tlnt/how-the-changing definition-of-the-workplace-impacts-hr/


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