New Year Holiday Booking Rush Highlights The Importance Of Effective Absence Management
As the winter months roll on and new year calendars are synced for the year ahead, employers should prepare for a flood of annual leave
Employee engagement is all about creating the right conditions enabling an organisation to get the best out of their employees every day, and ensuring employees are committed to the organisation’s goals and values.
Employees should be motivated to contribute to the organisation’s success.
It is based on trust, integrity, commitment and communication between an organisation and its workforce.
This is not something that can be imposed from above; it requires a cultural shift in the way an organisation acts.
Employee engagement is somewhat of an umbrella term for various people management strategies.
Research has shown that there are three key aspects of employee engagement:
Engaged employees are happier employees, who in turn deliver improved business performance.
The link between how many people are managed, their attitudes and business performance cannot be ignored.
Employee engagement can also have a positive effect on an organisation’s brand and reputation.
Employees who are engaged at work will be the best advocates for their organisation and will protect the employer from the reputational risk that often comes from poor service or product quality.
A disengaged workforce can have a detrimental effect on business.
It can cause well-valued employees to leave, as well as productivity losses.
Management may also face a huge push back when trying to implement organisational change if employees are not enthusiastic about it.
There four key cornerstones of employee engagement are:
Employers should make the important distinction between drivers and enablers of employee engagement.
You should not assume that employees are demotivated, and they need managers to inspire and engagingly lead them.
Employees may only be demotivated by organisational barriers such as a lack of support or resources, or poor line management.
Management has a key role to play in employee engagement. It has to be organisation specific; a ‘one size fits all’ approach will not work.
An important part of employee engagement should be to measure employee attitudes.
This may be done by conducting a survey or holding a focus group to gain useful employee insight.
Recently, many organisations have moved to using social media to gain employee insight.
Using social media allows employees to interact with each other as well as management, gaining suggestions in real time, making the process far more active.
The more employee insight you have, the more you can focus on the best tools to implement for employee engagement.
Employee engagement is about having a greater understanding of how an organisation is achieving its objectives in addition to giving employees a voice to help achieve those objectives better.
Engaging employees helps them to feel like a fully integrated member of the team, with clear goals and constructive feedback to help them better reach these goals.
As the winter months roll on and new year calendars are synced for the year ahead, employers should prepare for a flood of annual leave
Employers must offer any employee who is entitled to statutory redundancy pay suitable alternative employment if such a position is available during the redundancy process.
As the winter months roll on and new year calendars are synced for the year ahead, employers should prepare for a flood of annual leave
Employers must offer any employee who is entitled to statutory redundancy pay suitable alternative employment if such a position is available during the redundancy process.
Witness statements play an important role in disciplinary hearings at work. They provide factual accounts of behaviours experienced or observed and are used to aid
Considering networking events, a staff get-together, or team days? Read on for the benefits of work socials and tips on how you can meet your
Copyright 2023. Neathouse Partners Ltd. Registered Office: Regus House, Heronsway, Chester Business Park, Chester, United Kingdom, CH4 9QR. Registered in England and Wales No: 08596836.
Neathouse Partners Ltd is authorised and regulated by the Financial Conduct Authority as an Appointed Representative authorisation number 969117 under the principal LFI Limited authorisation number 307153.
The contents on this website are intended for general information purposes only and shall not be deemed to be, or constitute legal advice. We cannot accept responsibility for any loss as a result of acts or omissions taken in respect of any information given on this website.