You’re trying to improve employee engagement. What can you do to make sure your efforts aren’t wasted?

To ensure efforts to improve employee engagement are effective, HR can start by soliciting feedback from employees to understand their needs and preferences. Implementing targeted initiatives based on this feedback, regularly measuring engagement levels, and adjusting strategies accordingly ensures efforts are aligned with employee expectations. By fostering open communication, recognizing contributions, and promoting a positive work culture, HR can sustainably enhance employee engagement and avoid wasted efforts.

To ensure that efforts to improve employee engagement are effective and not wasted, consider the following strategies: 1. Conduct Surveys and Feedback Sessions 2. Set Clear Objectives and Goals 3. Communicate Transparently 4. Involve Employees in Decision-Making 5. Provide Resources and Support 6. Implement Actionable Feedback 7. Promote Leadership Accountability 8. Recognize and Reward Engagement 9. Monitor and Evaluate Progress By implementing these strategies, organizations can foster a culture of engagement, empower employees to thrive, and ensure that efforts to improve employee engagement are meaningful and impactful.

- Survey employees to understand their needs. - Set clear, achievable engagement goals. - Implement changes based on feedback. - Foster a culture of recognition and appreciation. - Offer professional development opportunities. - Promote work-life balance and flexibility. - Encourage open and transparent communication. - Create opportunities for team building and social interaction. - Regularly review and adjust engagement strategies. - Measure the impact of engagement initiatives.

Según mi experiencia lo más importante es que realmente se viva la misión y más allá de esta , el propósito de la empresa en toda la cultura organizacional. Incluir en los tiempos de trabajo, algunas metas de los colaboradores, potencia lograr alinear el propósito de vida con el organizacional

He encontrado utilidad en usar Kudo Walls, reconocer al otro y sus peque?os grandes triunfos genera cultura de crecimiento. Así mismo, que se tengan políticas establecidas desde la alta gerencia respecto a apoyos educativos, tiempos flexibles y mejora en los salarios por el avance personal y profesional de nuestros colaboradores.

He encontrado que para tener ambientes positivos y de apoyo e inclusión lo primero es que los lideres realmente crean en esto y lo representen. Muchas veces existe desconexión de esta meta entre la alta gerencia y los cargos medios , generando el efecto contrario al deseado. Así mismo, es importante considerar las historias de otros empleos que tienen los colaboradores pues si vienen de ambientes "pesados" existe prevención cuando encuentras un entorno amable. Por último, tener políticas reales para "volver a lo humano" pues en el mundo empresarial al vivir en entornos exigentes en productividad no van en linea con lo positivo en la cultura si no con el cumplir sin importar lo que humanamente represente para ti.

Best scenario is to have Diversity and Inclusion practices, get the buy ins from all the employees ( either by conducting sharing sessions that involves 2 way communication- having question and answer) to soak into the core values and the mission statements.

Yes, that is 100% spot on. Must empower and equip the employees, Bring out the best in them. Trust and respect them. Respect is earned.

I would say in my own simple words, all talk and no action is an absolute waste of time and resources. No point going through the required motions but unable to serve the deliverables. Employees should be compensated accordingly to what they bring to the table.

While HR is often considered solely responsible for boosting staff engagement scores, it is crucial to understand that the primary driver of engagement is the quality of leadership within the organization. The efforts of having staff bonding activities, appreciation lunches, and mental health talks will not be effective if people managers continue to create disengagement through poor management practices.

Look at the feedback received in your last engagement survey. analyze what /if any action taken to address the areas of improvements highlighted by the employees. If no action taken yet , then first work at those and get back to the employees with the timelines and concrete plan of action being/been taken to address where they raised concerns. this will build trust and give them confidence of their voice being heard and valued. Then run a survey and roll out new initiatives/policies intended for benefits of the employees leading to higher engagement. call out all changes "loudly" Have few managers/employees/leaders as your brand ambassadors to socialize changes. Keep things transparent and ongoing for engaged employees.

In my humble and honest opinion, must not just go through the motion of doing Employee Engagement Survey. Best if can act on all the constructive feedback given and not take it as a personal attack, to walk the talk. Not just collect the survey results and sit and ponder about it. Nothing will change, if the leaders are slow to pick up the required changes and continue to be oblivious to what is going on.