Gallup has surveyed more than 30 million people regarding workplace engagement since the year of 2000 and the results have remained amazingly consistent for over fifteen years since the study was commenced. The conclusion of the studies showed that in any type of organisation and in any employee engagement strategy, workplace dynamic remains crucial in providing a better employee experience that leads to organisational gain.
Workplace dynamic is the process of continuously strengthening resources and enhancing employee performances. It involves workplace relationships, including organisational, team, and personal relationship. Workplace dynamic can also be described as how an organisation manages and promotes organisational learning, thus making betterment in business practices and strategic management.
Likewise, dynamics in an industry underpins a lot of management policies and business functions which include business operations, staff training and retention, staff policies, workplace culture, workplace diversity, leadership, etc.
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At the heart of an organisation, workplace dynamics lies in the human resources management which is concerned about optimising employee performance. HR managers are trained to improve individual and organisational effectiveness by applying relevant behavioural sciences and HR management principles.
Generally, HRM should ensure quality through careful planning that addresses risk, communications and progress management. HR personnel might also need to create open forums that empower stakeholders to share the information which will be beneficial to company success.
The example of workplace dynamics is when companies allow employees to choose the area that is suitable to the task they are working on. Companies provide office dynamic where flexible room solutions are provided. This flexibility becomes company’s driver to provide a healthier work environment, resulting in creative and productive employees.
Another example, companies that provide a zone where employees can freely interact and meet to discuss privacy, allowing employees to concentrate and feel belonged. When staff can discuss crucial things without anybody’s interference, they will become more open to discussion and the burden they carry can be solved more easily. This type of dynamic work environment also encourages the movement of mind and body that bring robustness.
For those reasons, human resources personnel should be able to create and maintain the dynamic flows in the workplace. To do that, there are at least four fundamental activities that contribute to workplace dynamics
It requires management to structurally define departments and divisions. Hence, managers should set measurable goals that will define future actions and decisions for industrial matter and success. The planning includes inventory control, production scheduling, revenue forecasts and expense management.
To create a good workplace dynamic, the execution should involve implementing, evaluating, and following up with expected deliverables. That said, managers must allocate resources and responsibilities to employees based on skills and schedules.
Leadership is needed after, during, and at the end of the workplace dynamic. In other words, it is an essential skill manager should have to create successful dynamics. Leadership involves hands-on, exemplary oversight that drives innovation, knowledge and performance.
In line with point three and two, resources refer to how executives and management establish systems that gather data which is used to determine if goals are met.
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