Employee Engagement Programs

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.

  1. HR can help design distinct packages that relieve stress and engage different generations in the workplace, such as flexibility in work/life issues.
  1. 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.
  1. 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?
  1. 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.

Getting Started With Employee Engagement

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Employee Engagement Strategies and Tips

Employee engagement changes the game for HR and their organizations. A successful employee strategy not only helps retaining top employees and supports incredible growth levels. For example, this real life story shows the results one company achieved through the power of employee engagement.

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How to Tie Employee Engagement to Business Results

Employee engagement mixes different ingredients, but the most crucial is trust that management will steer the organization to success. Surveys show that trust in management remains the #1 spark for employee enthusiasm and dedication. The perception that an organization offers career potential or ways to provide greater depth to jobs or responsibilities also typically rank high in employee engagement.

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How to Enlist the C-Suite in Employee Engagement

How are HR professionals enlisting executive leadership to be champions of employee engagement? Best practice indicates a wide range of ways to gain executive buy-in for engagement programs.

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