When an organization’s purpose and vision are clearly defined and practiced by its leaders and managers, employees will invest in the company’s mission and understand how projects and actions are coordinated to its goals.
Fremont, CA: Poor employee engagement is an issue that is prevalent in organizations of all sizes globally. HR professionals are tasked with measuring and solving employee engagement challenges, even though low engagement is a significant productivity and profitability problem.
Here are five HR strategies for better employee engagement:
Invest In Wellbeing
Take steps to build a healthy workplace by introducing an employee assistance program (EAP), train mental health first aiders, and encourage healthy eating and exercise to optimize staff’s wellbeing. Also, check on the organization’s culture and the behaviors it expects employees to demonstrate.
Communicate Regularly
HR professionals need to start communicating news more regularly wherever employees are, digitally or physically. Steps like using intranet or HR systems or putting posters in shared spaces will help keep employees updated on changes in HR policies, the good news about clients, or birthdays.
Managers handling remote teams will need to make full use of digital tools and schedule consistent check-ins with their direct reports and management associates.
Define the Organization’s Purpose
When an organization’s purpose and vision are clearly defined and practiced by its leaders and managers, employees will invest in the company’s mission and understand how projects and actions are coordinated to its goals.
Empower Employees
Empower, support, and trust employees to work autonomously and help them if they need more guidance. HR professionals should speak to the manager if they see micromanagement in action. Help them understand the management styles’ outcomes and help them create a strategy to trust and assign more authority to their employees. HR team
Invite Feedback
Technology has made it easier for employers to continually seek and gather employee feedback. However, such technologies will have less effect if leaders do not value their staff’s opinions and do not respond to their views.
