Employee Engagement

Employees are looking for an engaging work environment as much as employers are looking for engaged employees. A truly engaged employee is emotionally invested in not only their personal success, but the success of their employer. To get to this point, you’ll need an employee engagement strategy.

Engaged employees are enthusiastic brand advocates, but did you consider their engagement is largely influenced by the environment their managers are creating? Great leaders inspire through both what they convey personally and the practices they follow.

Employee engagement is about the mental and emotional investment employees feel for their organisation. To improve employee engagement, you first need to measure it to find out your strengths and weaknesses. But there are right ways and wrong ways to do the measuring.

Employee satisfaction is the feeling of accomplishment an employee derives from fulfilling the tasks and responsibilities of their role. Work environment and job content/opportunities are the two biggest aspects affecting satisfaction. Satisfaction can be measured through surveys, and these can be used to implement improvements.

Employees today seek value and growth from their work. A learning management system (LMS) can allow employees to continuously upskill throughout their employee lifecycle by weaving learning into their day-to-day schedule.

Employee engagement refers to the level of dedication and enthusiasm employees hold regarding their tasks, responsibilities, and the overall objectives and culture of a workplace. It’s important to measure employee engagement (in a worthwhile way) and embed employee engagement into an organisations culture.

Consider three types of employees: the dream ones, sleepwalkers and negative Nancys. To achieve dream employees, you need engaged employees. There are several initiatives you can follow to improve engagement and these aim to improve the employee experience.

More and more, HR professionals are recognising that the employee experience is pivotal to the continued success of their companies. The employee experience considers the perceptions employees have of their workplace actions and behaviours, as well as the environmental factors affecting their day-to-day.

Learning makes little difference unless the learner is actively engaged. Three areas make up learner engagement: participation, appeal and investment. Designing a training program that utilises some or all of these is the best way to prevent learners from checking out.

A great leader anticipates the needs of their environment and can react in the most effective and efficient way to evolving events. Developing and cultivating leaders requires a succession management plan and should be an ongoing process.