Zinger model for Employee Retention and Employee Engagement

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David Zinger has introduced a workable model which throws lights on various aspects of employee retention and engagement with twelve keys that should be followed by managers in order to achieve significant success in the organization (Shailashri, Shenoy, & Kumar, 2018).

Figure 1


                                                       Source : (Hussainy, 2020)

The figure 1 shows how the results can be obtained in the organization by using Zinger model with the concept “CARE” which indicates “connect, authentic, recognition and engage”. Employee retention is an activity of keeping employees with the organization and reducing turnover by nurturing a positive working environment to promote engagement, appreciation to the employees, providing competitive pay and benefits with healthy work-life balance (Hussainy, 2020). According to (Choudhury & Mohanty, 2018), Employee Engagement drivers which are explained by Zinger model are mentioned below.

  • Achieve results by proper plan and execution
  • Craft strategies considering both organization and Employee requirement
  • Enliven roles by removing the boredom factor from the work
  • Excel at work by rewarding for the hard work which create a self-esteem among employee
  • Get connected with organization as well as employee
  • Be authentic by responding genuinely when addressing the problem of employee and do justice
  • Live recognition
  • Creating fully engaged employee with a clear mindset that employees are their greatest assets
  • Serving customers by creating a culture and tradition
  • Develop personally by up-gradation of skill according to the requirement
  • Attain happiness with satisfied and happy employees

The drivers of employee engagement in Zinger model play a critical role in the selection of appropriate strategies of employee engagement (Vandana & Murthy, 2021). Therefore it will be very much important to consider them individually for an organizational environment.

Applying Zinger Model in an Organizational Environment

Zinger’s model considers all important aspects influencing the participation, engagement and sacrifice of the employees who have high productivity in the organization (Delbahari, Soltani, & Khorasgani, 2019). This model shows the importance of the bond between the employee and organization and that is why all the twelve facts relates to this model show a hidden or unhidden linkage between the worker and the company. In my workplace I plan everything and I always try to executive them in a reasonable and a fruitful manner. Everything that I plan, are fair with the employees as well as the organization and that is what Zinger model expects when it is used in an organization. Although using the suitable crafts to achieve high level of engagement is an important duty of managers, it will be useful to get counselors and professional management to achieve the effective strategies (Delbahari, Soltani, & Khorasgani, 2019). I always try to arrange a challenging environment inside my work place because it will reduce the boredom factor from the work and employees will be much motivated and engaged. Most of the employees are ready to accept the “challenges” without engaging in same workflow every day and satisfying those employees with that necessity will develop employee retention and engagement inside the organization. It is very much important that manager should always be connected with the subordinates and communicates openly, listen to the problems and ask for the suggestions. The leaders of my workplace are being trained with relevant training and development sessions to be authentic when solving a problem as well as to appreciate employees in front of the others to boost their engagement and encourage those employees to stay with the organization for a long time. Happiness should be generated within the employees with all these activities done by the management and then it will make a good “employee base” inside the organization which serves the customers and the company in the best way (Hussainy, 2020).

References

Choudhury, S., & Mohanty, M. K. (2018). A Conceptual Model of Employee Engagement-From the perspective of Manufacturing Industry. International Journal of Multidisciplinary, 290-296.

Delbahari, V., Soltani, I., & Khorasgani, A. E. (2019). Designing an organizational engagement model using structural equation modeling:case study of National Iranian Oil Company. Problems and Perspectives in Management, 1-13.

Hussainy, S. S. (2020). Review of Motivational Theories & Models:Its application for Employees'Retention in Organizations. International Journal of Business and Applied Social Science, 40-46.

Shailashri, V. T., Shenoy, S., & Kumar, S. (2018). Conceptual Context of various Models for Employee Engagement-Review of Literature. Saudi Journal of Business and Management Studies, 705-710.

Vandana, & Murthy, T. R. (2021). Employee Engagement-A Theoretical Perspective. International Journal for Reserach in Engineering Application & Management, 96-106.

Comments

  1. K.G.Saliya ThilakarathnaMay 11, 2022 at 6:00 PM

    Hello Lakshan,
    Very important topic of the organization & Organizations do want their employees to be engaged with their work (Patrick & Bhat, 2014) as well as with their organization, which is one reason why employee engagement has become a buzzword in the business world. Kahn, well known as the first researcher who produced an academic paper on employee engagement in the year 1990 (Guest, 2014; Iddagoda et al., 2016), describes employee engagement as one’s psychological presence when executing one’s organizational tasks.

    ReplyDelete
  2. Dileksha Harshani Magedara VithanageMay 18, 2022 at 11:40 AM

    Hi Lakshan, further more according to the (Choudhury and Mohanty, 2018) research the Gallup organizational model, Hewitt model, X model, BURKE / EEI model, talent keeper model, Boston model and people profit model are different models of employee engagement.

    ReplyDelete

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