Engagement Management – Maintenance of qualified IT workforce

An engaged employee not only performs their tasks but also contributes to the overall work, benefiting the company, the business, internal processes and their results. At the same time, he adds knowledge and value to his own career, because in interpersonal relationships the performance of the parts is reflected in the whole.

Today, in the IT professional area and in several others, there is enormous difficulty in hiring qualified labor and then in engaging and maintaining this workforce. This is a major challenge for companies, since engagement is directly linked to the quality of services and the achievement of important certifications. Faced with this, companies question what actions they should take to keep their teams united and happy, to the point of not going out in search of new opportunities in the market. They also question how to align different interests in order to produce positive relationships. Wanting answers, they carry out actions that aim to engage people, but which are not always sufficient, reinforcing the challenge.

Engagement is commonly defined as the act of committing to a cause. In the corporate environment, the term refers to the employee's interest in embracing the ideas of the company they work for and giving it their best performance. Engagement goes beyond the contractual bond and creates an emotional connection with the company, removing the idea of mere obligation from the job. It not only depends on the company, but also on the employee, who must be in tune with: the culture – values that guide the company's day-to-day operations; leadership – capable of inspiring, encouraging and valuing teams; the purpose – investment of time and effort by the employee, aware of their value in the production process; feedback – frequent conversations about routines, identification and solution of problems; internal communication – contact channels that improve relationships and provide access to information, criticism and suggestions.

Much is said about the importance of employees having a healthy relationship with work and how much productivity increases when everything is in harmony. But it is worth remembering that employees have different personalities, needs and feelings. In uncertain times like these, it is natural for there to be an alternation of moods and reactions that, as a rule, cannot interfere with work. Therefore, it is necessary to seek a balance between personal issues and professional objectives. And also between productivity and good working conditions.

Engaged professionals form high-performance teams, become brand promoters and inspiration for their colleagues, as they believe in what they do and see themselves as co-authors of business success. Motivation is inherent to human beings, engagement depends on strategies and managers, however, for all the challenges are great, as is diversity: cultural and social level, gender, ideas, generations. The more diverse, the greater the success of the team by enabling exchanges of experiences, knowledge and creativity. The requirements for good rapport are also greater.

In addition to routines and strategies, there are the laws that guide these relationships. In Brazil, labor rules, governed by the CLT (Consolidation of Labor Laws), aim to protect employees and guarantee good working conditions. In addition to legal guarantees, which through recent reforms have been adapted and made more flexible, work relationships require dialogue, transparency, reciprocal respect and security. Hence the importance of organizational culture prioritizing interaction and mutual assistance, where employees are business partners, without which consumer expectations for efficient deliveries of products and services are not met.

Aware of our rights and duties, we build harmonious relationships. Sphere believes that happy people are more productive and efficient and reiterates its commitment to keeping up to date with new concepts of good management. Among them, engagement management and the maintenance of qualified labor, directly and effectively related to the recognition and value it gives to its professionals.

https://www.empregosevagasbr.com.br/o-poder-de-ter-uma-equipe-feliz-e-engajada/

https://www.crossknowledge.com/pt/blog/engajamento-dos-funcionarios-por-que-e-importante-e-como-td-pode-ajudar/