Managing employees who made a manager was taking things easy is hard. Why? It seems easy because they are tied to the structural hierarchy of the company. But not because the employee as a human being is unique. They have feelings, intuition, desire, and active personality as well as a variety of problems with each other. Because of that approach them for example in terms of building motivation to work on one person to another may vary. While the same approach could also be related to the universal needs, for example in terms of providing the basic needs of welfare, education and training.
Before doing the program to build motivation, discipline, and commitment, for example, then the manager should already know and understand the characteristics of its employees. This is especially important considering the position of employees in the company. They do not merely as an element of production but also as an effective element of corporate investment. Therefore the quality of their human resources needs to be developed and maintained not only in the context of performance but also job satisfaction. Thus they are expected to feel at home in the company in a relatively long time. Strategies to achieve that is how to increase their attachment to the organization.
What is meant by engagement (engagement) is a compliance person (employee management and non-management) pertaining to the organization’s vision, mission and corporate objectives in the process of work. Not in the sense of understanding, but also in terms of execution of work. Employees who have a relationship with an organization characterized by several things, namely (1) truly understand the vision, mission and program goals and regulatory organizations, (2) enjoys their work, (3) high work motivation, (4) is always improving the quality of performance; (5) is a source of new ideas, (6) managers and employees of mutual respect; (7) were able to build teams that work reliably; and (8) to feel as part of a large family of companies.
Attachment to the company become a major feature of the company’s success in dealing with human resources employees. The higher employee engagement with the organization, the better its performance and in turn the better the performance of his company. Employees working not only to gain financial compensation but also non-financial rewards such as personal and career. Because it is not possible to build their attachment only with a highly structural approach. Them as individuals first must be “tied” with a value system approach. Culture systems of work organization and corporate culture (efficiency, quality, transparency and accountability) have inculcated since they entered into a new social system that is firm. Gradually they are nurtured so that the system has become a value in the company’s needs.
The application system should have inherent value to the universal needs of employees. Do not let a clash of values. In other words, companies should not be too oriented on profit alone but ignore the needs of employees to their welfare. And do not forget the attachment is so high, employees are not without critical resources. This is where the manager must always accommodate new insights from employees. No need to have resistance to progressive criticism from employees. There is a possibility because it is so tightly bound, the employees would “compete” to work and produce their best performance.