Getting Started With Employee Engagement Programs
The challenges that HR professionals have in developing employee engagement programs have deep roots, but none of them are insurmountable. HR can help attack these from a number of angles, working with executive leadership. Involving leadership in the employee engagement process and educating them about the business benefits offer initial best practice.
Strategic workforce planning is crucial to employee engagement, and HR excels at this. To tackle this problem of employee burnout, HR must work with the C-suite to redefine work expectations and to provide more support for employees.
- HR can help design distinct packages that relieve stress and engage different generations in the workplace, such as flexibility in work/life issues.
- HR can facilitate new tools, techniques, and technologies to tie together remote workforces, such as social media applications, video conferencing applications for town hall meetings, intranets with current news, or “crowd sourcing.
- Budgeting for employee engagement is a perennial challenge. Corporations must develop a strategy around which they can build programs, as funds become available. People are a company’s greatest competitive asset. Can organizations truly afford disengaged, unproductive, and disgruntled employees?
- Sources of employee disengagement must be addressed before organizations can truly engage employees. Survey findings indicated that organizations tend to look at employee engagement as “one off,” ad hoc programs—not holistically or multi-threaded.