Employee engagement is a critical component of any successful organisation. Engaged employees are more productive, committed, and likely to stay with their current employer (Macey & Schneider, 2008). According to Gallup's State of the Global Workplace report, only 15% of employees worldwide are engaged in their work (Gallup, 2022). This low engagement rate can be attributed to several factors, including a lack of trust in leadership, poor communication, and a lack of development opportunities. To build and maintain employee engagement, organizations need to implement effective strategies. In this blog article I am going to explore some strategies for building and maintaining employee engagement, drawing on some related HR theories and research.
Communication
Effective communication is a fundamental component of employee engagement. Communication can take many forms, including one-on-one meetings, team meetings, company-wide updates, and social events. HR theories such as Social Exchange Theory suggest that effective communication can lead to positive outcomes for both the employee and the organisation (Blau, 2017). Social Exchange Theory posits that interpersonal relationships are driven by the exchange of resources and that people tend to seek relationships in which the rewards outweigh the costs. In the context of communication between employees and their organisations, effective communication can lead to positive outcomes for both parties. When employees feel that their voices are heard and their concerns are addressed, they are more likely to be satisfied with their jobs and committed to the organisation, which can lead to improved performance and productivity (Blau, 2017; Homans, 1958). At the same time, organisations benefit from effective communication by gaining insight into employee needs and concerns, which can inform policies and practices that enhance employee well-being and job satisfaction (Blau, 2017; Homans, 1958). In this way, effective communication can be seen as a form of social exchange that benefits both the employee and the organisation. It is important for organisations to create an open and transparent communication culture that encourages employees to share their thoughts, ideas, and feedback.
Recognition and rewards
Employees want to feel valued and appreciated for their work. Recognition and rewards are effective strategies for building and maintaining employee engagement. HR theories such as Equity Theory suggest that employees are motivated by a sense of fairness and equality (Adams, 1965). When employees perceive that their efforts are recognised and rewarded fairly, they are more likely to be engaged. If employees perceive that their contributions are not being recognised and rewarded in a fair manner compared to their colleagues, they may become disengaged and demotivated. However, when employees receive recognition and rewards that are perceived as equitable and fair, they are more likely to be engaged and committed to their work (Adams, 1963). Recognition and rewards can take many forms, such as financial bonuses, promotions, or even simple gestures like public praise or a thank-you note. Whatever the form, the key is that employees feel that their contributions are valued and appreciated in a way that is consistent with the contributions of their peers. In this way, equity theory suggests that recognition and rewards can be powerful tools for increasing employee engagement and motivation.
Employee developmentProviding development opportunities for employees is another effective strategy for building and maintaining employee engagement. HR theories such as Self-Determination Theory explain the intrinsic motivation and self-regulation of individuals in various domains, including the workplace. According to Self-Development Theory, individuals have three basic psychological needs: autonomy, competence, and relatedness. When these needs are fulfilled, individuals are more likely to be intrinsically motivated, engaged, and committed to their work (Ryan & Deci, 2017). Therefore, organisations that foster autonomy, provide opportunities for growth and development, and foster positive relationships among employees are more likely to have engaged and satisfied employees (Broeck et al., 2008). By integrating Self-Development Theory principles into their organisational practices, leaders can improve employee engagement and ultimately increase organisational performance (Ryan & Deci, 2000). Providing development opportunities, such as training, mentoring, and coaching, can help employees develop their skills and expertise, which can lead to increased job satisfaction and engagement.
Work-life balance
Achieving a healthy work-life balance is essential for employee engagement. HR theories such as Job Demands-Resources Theory suggest that work-related stress can lead to employee burnout and disengagement (Schaufeli & Bakker, 2004). Job Demands Resources theory proposes that work-related demands and resources can have a significant impact on employees' work-life balance (Bakker & Demerouti, 2016). Demands such as workload and time pressure can lead to work-family conflict, whereas resources like social support and autonomy can facilitate work-life integration (Schaufeli & Bakker, 2004). Thus, the Job Demands Resources theory suggests that organisations should strive to reduce job demands and increase job resources to enhance employees' work-life balance. By creating a supportive work environment that values employee well-being, organisations can promote work-life balance and reduce the negative consequences of work-related stress on employees' personal lives (Halbesleben & Buckley, 2004). To promote work-life balance, organisations can provide flexible work arrangements, such as telecommuting, flexible schedules, and paid time off. These arrangements can help employees balance their work and personal commitments, leading to increased engagement and productivity.
Employee involvement
Employee involvement is another effective strategy for building and maintaining employee engagement. HR theories such as the Job Characteristics Model suggest that employees are more engaged when they have a sense of autonomy and control over their work (Hackman & Oldham, 1976). The Job Characteristics Model suggests that increasing employee involvement in their work can lead to higher levels of job satisfaction and motivation. According to Hackman and Oldham (1976), the Job Characteristics Model proposes five core job dimensions that can be modified to create jobs with higher levels of intrinsic motivation. These dimensions include skill variety, task identity, task significance, autonomy, and feedback. By involving employees in decisions about their work, such as providing opportunities for input and decision-making, employers can increase employee ownership and commitment to their jobs. As a result, employees are more likely to feel engaged in their work and perform better.
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(Profit.co, 2023) |
This video by Lattice (2018) will show you more on employee engagement strategies:
(Source: https://www.youtube.com/watch?v=eaq_6O94q-s )
In conclusion, building and maintaining employee engagement requires a multifaceted approach. Effective communication, recognition and rewards, employee development, work-life balance, and employee involvement are all essential strategies for building and maintaining employee engagement. By implementing these strategies, organisations can create a positive work environment that encourages employee engagement and productivity.
References:
Adams, J. (1963) Towards an understanding of inequity. Journal of Abnormal and Social Psychology, 67(5) pp 422-436. [Online] DOI: 10.1037/h0040968 .
Adams, J. (1965) Inequity in social exchange. Advances in Experimental Social Psychology, pp 267-299. [Online] DOI: http://dx.doi.org/10.1016/S0065-2601(08)60108-2 .
Bakker, A. & Demerouti, E. (2016) Job demands–resources theory: taking stock and looking forward. Journal of Occupational Health Psychology, 22(3) pp 273–285. [Online] DOI: 10.1037/ocp0000056 .
Blau, P. (2017) Exchange and power in social life. [Online] Oxon: Routledge. Available at: https://www.taylorfrancis.com/books/mono/10.4324/9780203792643/exchange-power-social-life-peter-blau [Accessed on 07.04.2023].
Broeck, A. et al. (2008) Explaining the relationships between job characteristics, burnout, and engagement: The role of basic psychological need satisfaction. Work & Stress, 22(3) pp 277-294. [Online] DOI: 10.1080/02678370802393672 .
Gallup (2022) Global engagement and wellbeing remain stable, but not great. [Online] Gallup. Available at: https://www.gallup.com/workplace/349484/state-of-the-global-workplace-2022-report.aspx [Accessed on 07.04.2023] .
Hackman, J. & Oldham, G. (1976) Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2) pp 250–279. [Online] DOI: 10.1016/0030-5073(76)90016-7.
Halbesleben, J. & Buckley, M. (2004) Burnout in Organizational Life. Journal of Management, 30(6) pp 859–879. [Online] DOI: 10.1016/j.jm.2004.06.004 .
Homans, G. (1958) Social behavior as exchange. American Journal of Sociology, 63(6) pp 597-606. [Online] Available at: https://web.ics.purdue.edu/~hoganr/SOC%20602/Spring%202014/Homans%201958.pdf [Accessed on 08.04.2023].
Lattice (2018) Employee Engagement Strategy: Getting to the Roots of Your Employee Experience. [Online video] Available at: https://www.youtube.com/watch?v=eaq_6O94q-s [Accessed on 07.04.2023].
Macey, W. & Schneider, B. (2008) The meaning of employee engagement. Industrial and Organizational Psychology, 1(1) pp 3-30. [Online] DOI: 10.1111/j.1754-9434.2007.0002.
Profit.co (2023) 5 effective employee engagement strategies. [Online] Profit.co. Available at: https://www.profit.co/blog/employee-engagement/5-effective-employee-engagement-strategies/ [Accessed on 06.04.2023].
Ryan, R. & Deci, E. (2017) Self-determination theory: Basic psychological needs in motivation, development, and wellness. [Online] New York: The Guilford Press. Available at: https://www.pdfdrive.com/self-determination-theory-basic-psychological-needs-in-motivation-development-and-wellness-d176107478.html [Accessed on 08.04.2023]
Ryan, R. & Deci, E. (2000) Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1) pp 68-78. [Online] DOI: 10.1037/0003-066x.55.1.68 .
Schaufeli, W. & Bakker, A. (2004) Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study. Journal of Organizational Behavior, 25(3) pp 293-315. [Online] DOI: 10.1002/job.248 .
A great article, once again Lasni! I'm glad you touched upon this aspect. It is my view that targeted employee engagement programs are not the solution to address the lack of it. Engagement should be built in to the company's culture and be allowed to bloom from within. Only then will the company be able to reap long lasting results. I'm going to leave a quote that best captures my thoughts on this here:
ReplyDelete“Engagement is, at best, a symptom of success. Employees who are succeeding and feeling good about their contributions to your company are naturally more likely to be proud to work for your company, be happy to come to work each day, and feel valued.” (Latham, 2015)
Reference Link : https://www.forbes.com/sites/annlatham/2015/11/01/10-reasons-your-employee-engagement-program-is-hurting-your-company/?sh=5895d815235d
Thank you Thanuki. Yes, I agree that targeted employee engagement programs alone may not be sufficient to address the lack of engagement in an organization. Instead, a culture of engagement needs to be embedded within the organization's DNA, and fostered from within. This means that the company needs to create an environment that encourages engagement, by providing meaningful work, opportunities for growth and development, and a sense of purpose and belonging. Research has shown that a strong culture of engagement is associated with numerous benefits, such as higher productivity, lower turnover rates, and increased customer satisfaction (Harter, Schmidt, & Hayes, 2002). However, creating a culture of engagement requires a long-term commitment from the organization's leadership, and a willingness to invest in the development of employees and the company's culture.
DeleteEmployee engagement is a critical factor in the success of any organization. Engaged employees are more productive, more innovative, and more likely to stay with the organization for the long term. However, there are a number of factors that can affect employee engagement. Leadership, employee development, compensation and benefits are some other factors which can provide a significant influence on employee engagement.
ReplyDeleteThank you for the feedback Prasad. Engaged employees tend to be more productive, innovative, and likely to stay with the organisation for the long term. You've rightly pointed out that leadership, employee development, compensation, and benefits are important factors that can significantly influence employee engagement. Effective leadership, opportunities for employee development, and fair compensation and benefits are key drivers of engagement and can contribute to creating a positive work environment where employees feel valued and motivated. I appreciate your input and insights on this topic. Thank you for sharing your thoughts.
DeleteVery essential topic Lasni. You have analyzed carefully about the topic . The two Golden Rules of Employee Engagement are Inclusion and Empowerment. Get them right and success is all but assured. This article provides practical teaching and learning considerations for online educators based on these five factors.
ReplyDeleteSocial engagement.
Cognitive engagement.
Behavioural engagement.
Collaborative engagement.
Emotional engagement.
Thank you for engaging in my article. You're absolutely right that inclusion and empowerment are two golden rules of employee engagement, and when organisations prioritise these factors, success is more likely to follow. The aspects I have discussed here, are crucial for creating a positive and engaging learning environment for employees, whether in an online or offline setting.
DeleteInformative discussion Lasni. Employee engagement is critical for the success of any organization. When employees are engaged, they feel a strong sense of commitment to their work, are motivated to achieve their goals, and are willing to go above and beyond to contribute to the company's success. Engaged employees are also more likely to stay with the company, reducing turnover and associated costs. Moreover, engaged employees tend to be more productive, innovative, and collaborative, resulting in higher levels of customer satisfaction and improved bottom-line performance. Therefore, fostering employee engagement should be a top priority for all organizations seeking to build a thriving and sustainable business. The strategies you have discussed csn be effectively used to improve employee engagement.
ReplyDeleteThank you for your insightful comment. I completely agree with you that employee engagement is critical for the success of any organisation. Engaged employees are motivated, committed, and willing to go the extra mile to contribute to the company's success, which ultimately leads to reduced turnover and increased productivity. As you mentioned, engaged employees also tend to be more innovative and collaborative, resulting in improved customer satisfaction and overall performance. I'm glad that you found the strategies discussed in the article useful for improving employee engagement. Indeed, fostering employee engagement should be a top priority for organisations aiming to build a thriving and sustainable business.
DeleteValuable article Lasni , Employee engagement strategies are about creating an environment in which engagement is more likely to flourish. Essentially ‘employee engagement strategy’ means increasing the likelihood that employees will establish a positive emotional connection with your organisation.
ReplyDeleteWhat actions you decide to take will depend on the size and budget of your company. Depending on the results of your employee engagement survey, there will be certain areas in which your organisation will want to focus on. Selecting two or three which are the most urgent is a good place to start.
(Oak Digital Workplace, 2023)
EMPLOYEE ENGAGEMENT STRATEGIES
1.Uphold your company’s core values.
2.Carve out career paths.
3.Provide opportunities for growth.
4.Recognize top performers.
5.Promote transparency.
6.Solicit and use feedback from your team.
Hold employees accountable.
7.Hold yourself accountable.
8.Don’t forget to assess.
(Heinz,K.,2022)
Thank you for the feedback. As you have mentioned I selected some key strategies to build and maintain employee engagement. I believe these are the critical and there are lot more that organisations can practice.
DeleteThe author highlights the importance of employee relations and strategies to enhance employee relations to build a productive and well-committed workforce within the business.
ReplyDeleteFrom my point of view competency-based workforce is the key asset of any business, hence sound employee relation ensure the perfect sync between employer and employees, which lead to short, medium, and long-term sustainability and continues business growth.
Here author discussed five strategies for developing sound employee relations and engagement, such as communication, recognition and rewards, employee development, work-life balance, and employee involvement.
Here, communication is an essential dimension that focuses on how effectively to communicate with the workforce, especially company direction, here author applied Social Exchange Theory for highlighted the theoretical concepts. Rewards and recognition and employee development concepts are associated with each other because employee career development and rewards lead to enhance degree of engagement with the organization,
participative decision-making and helping with work-life balance are other dimensions that lead to enhancing engagement
Thank you for your feedback Nelusha. As you rightly pointed out, employee engagement is a critical factor for the success of organisations. Engaged employees are more committed to their work, motivated to achieve their goals, and willing to go the extra mile to contribute to the company's success (Kahn, 1990). This sense of commitment and motivation leads to reduced turnover and associated costs (Harter, Schmidt, & Hayes, 2002), as well as increased productivity, innovation, and collaboration (Rich, Lepine, & Crawford, 2010). These positive outcomes result in higher levels of customer satisfaction and improved bottom-line performance (Harter et al., 2002). Therefore, it is crucial for organisations to prioritise and invest in strategies to foster employee engagement (Macey & Schneider, 2008), such as the ones discussed in the article. Thank you for highlighting the importance of employee engagement in the success of organisations.
DeleteInsightful explanation of Strategies for building and maintaining employee engagement. Since employees began working from home, the conventional model of teamwork has been replaced with a virtual one. Due to the total shift from physical to virtual communication, teamwork has become even more crucial. Many aspects and procedures of organizational operation depend on trust. The mutual relationship between two or more parties is what is meant when we talk about trust in an organizational environment. Trust is regarded as a "social bond" required to uphold various organizational structures. When all of the work was switched to the remote working mode, this connection and communication were put to the test. By reducing interactions, particularly those involving non-work-related issues, remote working might increase employee isolation. There are fewer opportunities to socialize at work and inquire about coworkers' well-being when working remotely. This could result in depression or a decline in mental health. (Chowdhury, S. 2021)
ReplyDeleteThank you for your thoughtful comment Janaka. You've highlighted an important aspect of employee engagement in the current work environment, where remote work has become the norm for many organisations. Trust is indeed a crucial factor in maintaining effective teamwork, and the shift to virtual communication has put it to the test (Chowdhury, 2021). With reduced opportunities for informal interactions and socialisation at work, employees may feel isolated, which can impact their mental health and well-being. As leaders and managers, it's important to recognise this challenge and take proactive steps to maintain trust and foster engagement among remote employees (Chowdhury, 2021). One strategy could be to create virtual team-building activities or social events to promote bonding and rapport among team members. This could include virtual coffee breaks, online games, or even non-work-related chat channels where employees can connect on a more personal level. Encouraging regular check-ins and providing avenues for employees to share their concerns or challenges can also help in building trust and maintaining open communication (Chowdhury, 2021). It's also crucial to ensure that remote employees have the necessary tools and resources to collaborate effectively, such as reliable communication platforms, access to relevant information, and opportunities for skill development and training. Providing clear expectations, regular feedback, and recognition for remote employees' contributions can also go a long way in fostering engagement and motivation (Chowdhury, 2021). Building and maintaining employee engagement in a virtual work environment requires intentional effort to foster trust, promote communication, and prioritise employees' well-being (Chowdhury, 2021). By recognising the unique challenges of remote work and taking proactive steps to address them, organisations can create a positive and engaged remote workforce. Thank you again for your insights Janaka.
DeleteThis is an excellent summary of the factors that contribute to employee engagement, along with some related HR theories and research. Employee engagement is a critical component of any successful organization, and it is essential to understand the factors that contribute to it to implement effective strategies. Effective communication, recognition and rewards, employee development, work-life balance, and employee involvement are all key factors that can contribute to employee engagement. These factors are supported by HR theories such as Social Exchange Theory, Equity Theory, Self-Determination Theory, and the Job Characteristics Model, which help to explain why these strategies work. By implementing these strategies, organizations can build and maintain employee engagement, which can lead to improved performance and productivity.
ReplyDeleteThank you for your feedback Hansika. You're absolutely right that employee engagement is crucial for the success of any organization, and understanding the factors that contribute to it is essential for effective HR strategies.
DeleteInsightful article, Lasni.
ReplyDelete"Studies strongly indicate that organisational culture is a competitive advantage that most companies ignore or are not aware of." *Reference*
PossibleWorks. (2022, February 2). How Organizational Culture Impacts Employee Engagement and Performance. [Blog post]. Available from https://possibleworks.com/blog/how-organizational-culture-impacts-employee-engagement-and-performance/ [Accessed on 13 April 2023]
What are the strategies/methods which you believe could be used to educate the organisations, especially SME's on creating positive work environment which in turn encourages employee engagement and productivity?
Thank you for your comment and for sharing the insightful quote Nadeer. You're absolutely right that organisational culture can be a competitive advantage that many companies overlook. Educating organisations, especially SMEs, on creating a positive work environment that encourages employee engagement and productivity is crucial. One strategy could be to provide training and resources on the importance of organisational culture and its impact on employee engagement and performance. This could include workshops, seminars, or online resources that highlight the benefits of a positive work environment, such as increased employee satisfaction, motivation, and retention. Another approach could be to promote leadership development programs that emphasise the role of leaders in shaping organisational culture and fostering employee engagement. This could involve training leaders on effective communication, recognition, and empowerment techniques that contribute to a positive work environment. Additionally, promoting open and transparent communication channels within the organisation, encouraging feedback and suggestions from employees, and recognising and rewarding positive behaviors that align with the desired culture can also be effective strategies in creating a positive work environment (PossibleWorks, 2023). By educating organizations on the importance of organisational culture and providing them with tools and resources to promote a positive work environment, SMEs can enhance employee engagement and productivity, leading to improved organisational performance.
Delete(Source link: https://possibleworks.com/blog/how-organizational-culture-impacts-employee-engagement-and-performance/ )
The blog article highlights strategies for building and maintaining employee engagement.Effective communication, recognition and rewards, and employee development are three important strategies for building and maintaining employee engagement (Macey & Schneider, 2008; Blau, 2017; Adams, 1965; Deci & Ryan, 1985). Social Exchange Theory posits that effective communication can lead to positive outcomes for both the employee and the organization (Blau, 2017; Homans, 1958). Additionally, Equity Theory suggests that employees are motivated by a sense of fairness and equality, which can be achieved through recognition and rewards (Adams, 1965). Finally, Self-Determination Theory explains that providing development opportunities for employees can fulfill their basic psychological needs and increase intrinsic motivation and self-regulation (Deci & Ryan, 1985). Therefore, organizations need to implement these strategies to increase employee engagement, which can result in improved performance and productivity (Macey & Schneider, 2008).
ReplyDeleteThank you for your thoughtful comment Hassaan. You've done a great job summarising the key strategies for building and maintaining employee engagement, as supported by relevant literature. By implementing the strategies I have discussed, organisations can increase employee engagement, leading to improved performance and productivity.
DeleteValuable article Lasni on employee engagement strategies. Building and maintaining employee engagement is crucial for any organization looking to create a positive and productive work environment. Some benefits of investing in employee engagement include:
ReplyDelete1. Increased productivity
2. Improved employee retention
3. Better customer satisfaction
4. Increased innovation
Overall, building and maintaining employee engagement is a win-win for both employees and the organization.
Thank you for your comment and for highlighting some of the key benefits of employee engagement strategies Amal. I completely agree that employee engagement is crucial for creating a positive and productive work environment. In fact, research has shown that organisations with highly engaged employees outperform those with low engagement levels in several areas, including financial performance, customer satisfaction, and employee retention (Gallup, 2016).
DeleteThe blog post provides a useful and comprehensive overview of various strategies for building and maintaining employee engagement, drawing on relevant HR theories and research. The author effectively discusses the importance of communication, recognition, employee development, work-life balance, and employee involvement. However, the post could benefit from a more critical perspective on these strategies. For example, it would be helpful to discuss the potential limitations or challenges associated with implementing these strategies in different organisational contexts or with diverse employee populations. Additionally, the author does not address potential trade-offs between these strategies or how they might interact with each other. For example, providing development opportunities may lead to increased demands on employees' time and impact their work-life balance.
ReplyDeleteMy question to you Lasni, How can organisations evaluate the effectiveness of the strategies discussed in the blog post, and what are some potential limitations or challenges associated with measuring employee engagement?
Thank you for feedback on my article George. I appreciate your comments and will certainly take them into consideration in my future writing. In terms of evaluating the effectiveness of the strategies discussed, there are various methods that organisations can use. One common approach is to conduct surveys or focus groups to gather feedback from employees on their levels of engagement and to assess the impact of specific initiatives, such as training programs or recognition programs (Saks, 2006). Other methods include tracking employee retention rates, productivity levels, and absenteeism rates, as well as conducting performance evaluations to assess the impact of employee development initiatives (Kahn, 1990). However, it is important to recognise that measuring employee engagement can be challenging and that there are potential limitations and challenges associated with these methods. For example, surveys may be subject to response bias or may not capture the full range of factors that contribute to employee engagement (Saks, 2006). Additionally, employee engagement is influenced by a range of individual, organizational, and environmental factors, making it difficult to isolate the impact of specific initiatives (Kahn, 1990). Different employee populations may respond differently to the same initiatives, depending on factors such as their job role, level of seniority, or cultural background (Bailey & Fletcher, 2017). This highlights the importance of tailoring engagement strategies to the specific needs and preferences of different employee groups. While there are various methods for evaluating the effectiveness of employee engagement strategies, it is important to recognise the potential limitations and challenges associated with these methods. By taking a critical perspective and considering these factors, organisations can develop more effective and targeted engagement initiatives that meet the needs of their diverse workforce.
DeleteThis is a good article to read as employee engagement has become a major role of the organizations in Sri Lanka with the current economic crisis situation. Every company's success depends in large part on employee engagement, and when employees feel engaged, they produce their best work and contribute to a positive workplace culture. It happens when ''people are committed to their work and to the organization (Armstrong 2017). A Gallup study found that ''the behaviours of highly engaged business units result in 21% greater profitability. In this article, you have highlighted five strategies that will help create a good work environment and boost employee productivity and performance, which will be very beneficial to the organization as a whole.
ReplyDeleteThank you for taking the time to read my article and for your feedback Amila. It's great to hear that the strategies I highlighted in the article resonate with you and that you recognise the importance of employee engagement in today's economic climate. I hope the strategies I highlighted in the article will be useful for organisations in Sri Lanka and beyond.
DeleteThe post highlights the importance of employee engagement in the success of any organization and offers several strategies to build and maintain it. Effective communication, recognition, and rewards, employee development, work-life balance, and employee involvement are some of the key strategies discussed in the post. These strategies are supported by relevant HR theories, such as Social Exchange Theory, Equity Theory, Self-Determination Theory, and Job Demands-Resources Theory. It is important for organizations to create an open and transparent communication culture, recognize and reward employees' contributions fairly, provide development opportunities, promote work-life balance, and increase employee involvement to improve engagement and ultimately increase organizational performance. Overall, this is an insightful article that offers practical tips for managers and HR professionals to enhance employee engagement.
ReplyDeleteThank you for taking the time to read my article and for sharing your thoughts Sarah. I'm glad that you found the strategies and HR theories discussed in the post useful. As you noted, employee engagement is crucial for the success of any organisation, and it's essential for employers to prioritise employee communication, recognition, development, work-life balance, and involvement to achieve it. By implementing these strategies and creating a positive work environment, organisations can improve engagement levels and reap the benefits of increased productivity and organisational performance.
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