What makes an employee perform that no organization cares about: Organisational Socialisation

What makes an employee perform that no organization cares about: Organisational Socialisation

Employee productivity soars when organisations facilitate the socialisation process efficiently.  Through the socialization process, employees encounter two experiences. The congruence of competencies and congruence of identity is one.  The other is organization presenting to them the realism about the system and the role.

In the process of socialization, employees go through change. They acquire resolution on role demands. They find out how to make adjustments to group norms and values.

This process results in employees carrying out their role demands dependably. Their propensity to stay in the organization increases. They innovate, collaborate spontaneously, and deliver results with high job involvement.

Typical organizations focus on new employee socialization processes.  At later stages of the employment lifecycle, the individuals are left to find their own route to get acclimatized with the systems, processes, people, politics, etc.  The individuals also come with an external socialization context.  Therefore, experiences of going through organizational acclimatization events are left to evolve differently for different individuals.

To make employee productivity soars when organisations facilitate the socialisation process efficiently the organizations need to work on these areas: What kind of systems and processes does the organization develop and roll out?  What can organizations do to build and sustain the organization as a petri dish?

Often, employee engagement initiatives are turned out to be fun at work events and festival celebrations. While such events are essential in making an organization tick, the time spent can also be spent on product, process, customer, and stakeholders specific interaction spaces. Such interaction spaces help employees find their answers quickly as well as all employees hear the same words about such significant engagement factors.

The top leadership, facilitated by CHRO needs to work on designing, developing, and facilitating a ‘culture plate’. Culture plate is where the appropriate behavior is nurtured among the individuals and collectives in the organization that make employee productivity soar. This helps organizations do to build and sustain the organization as a petri dish.

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