Managing High Performance and Workforce Engagement


The success of any organization depends on its ability to develop and retain its workforce. Organizations with poor workforce development and management systems suffer from employee turnover. Managing and rewarding employee performance is one of the ways that help organizations retain their workforce. Employee empowerment is another powerful tool in enhancing workforce performance within an organization. Giving employees the freedom to decide on matters affecting operations in their areas of specialization helps them come up with innovations that lead to their satisfaction. In return, their productivity is increased while the company escapes facing employee turnover (Boutcher, 2009, para. 1).

Supporting high-performance work and workforce engagement

There are various initiatives taken by organizations to enhance workforce engagement as well as maintaining high performance. One of the initiatives taken by Study Group Consulting (SGC) includes ensuring that there is clear communication within the organization. This is where employees are informed of their expectations as well as organization goals. This helps employees in putting their best to whatever responsibilities they are assigned within the organization. Employees are also challenged within their areas of talent helping them gain skills to strengthen their talents. Managers ensure that employees assume the responsibility of their targets, milestones, and goals thus increasing their contribution to the organization (Coffman, 2010, pp. 5-11).

Workforce compensation and rewarding

SCG recognizes that one way of retaining the workforce is through recognizing their contribution to the organization, compensating them, and rewarding them accordingly. As a result, its workforce performance management system aligns the organization’s compensation system with organization objectives. It ensures that employees who strive to achieve organizational objectives are rewarded. In so doing, the organization can overcome competition from its rivals. The organization has also customized its remuneration scheme as per job classifications and career paths. At times compensation systems are affected by employees’ requirements; these may result in conflicts between employees and their employers (Boutcher, 2009, para. 2-4). To avoid this, the organization has established a workforce management system comprising a long-term rewarding strategy that is not affected by changing employee needs. The organization is capable of rewarding its top performers while at the same time improving workforce productivity.

Achieving action plan

To achieve an action plan of any organization requires the organization to ensure that employee goals are aligned with the goals of the entire organization. SCG helps the organization in understanding how to uniformly prioritize goals thus ensuring that there is a collaboration among all employees. To achieve this, organizations understand the need for analyzing the various learning and development skills brought about by the workforce and use the ones that are aligned to organizational objectives. In a bid to achieve an action plan, a workforce development system ensures that organizations assign employees to duties based on their competencies. Employees are taken through training in case of any changes in operations structure. The system also encourages work rotations in organizations as a way of helping in knowledge transfer between employees. This saves organizations’ need to recruit a new workforce in case of retirement of experienced employees. As a way of reinforcing new knowledge and skills within the organization, the system encourages job training and regular follow-up of the workforce performance (Goldratt, 2004, pp. 231-245). This helps in identifying the problems the workforce experiences when applying the new skills thus being able to come up with ways of solving them.


To achieve the organization’s objectives, the management must come up with a system that ensures there is a free flow of information between the management and the workforce. This ensures that the workforce is aware of organization objectives. A system with a good compensation strategy helps in improving workforce productivity. The system needs to ensure that there is employee empowerment. This helps in encouraging innovation within the organization.


Boutcher, R. (2009). Good Compensation Management Necessary to Boost Workforce Performance. Web.

Coffman, C. (2010). Building a Highly Engaged Workforce: How great managers inspire virtuoso performance. Gallup Management Journal, 2(1), pp. 5-11.

Goldratt, E. M. (2004).The Goal: A Process of Ongoing Improvement. Barrington: North River Press.

Find out your order's cost