Engage for success

Employers have a fundamental duty of care for the physical and mental health and well-being of their workers. However, only around half of organisations have employee well-being in their senior leaders’ agendas.

Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organization and put discretionary effort into their work.

This engagement goes beyond activities, games and events. Employee engagement drives performance. Here are a few suggestions on how to great strong engagement:

  • Give company values that staff can relate to
  • Encourage personal projects – allow people to engage in something they are passionate about
  • Appoint a buddy/mentor for newcomers
  • Have themed remote office work days - silly jumper day or wine o’clock after 3.30pm
  • Have teams create a photo wall of them working from home
  • Encourage charity days

Ultimately, employee engagement is based on trust, integrity, two-way commitment and communication between an organisation and its members. Whether you are a team of 4 or 400, these 4 elements are important to instil across your business.

It is an approach that increases the chances of business success, contributing to organisational and individual performance, productivity, and well-being. It can be measured. It varies from poor to great. It can be nurtured and dramatically increased; it can be lost and thrown away.

 

What employee engagement is not!

Employee engagement cannot be achieved by a systematic approach which tries to get discretionary effort by manipulating employees’ commitment and emotions. Employees see through such attempts very quickly and can become cynical and disillusioned.

Our clients are reporting an increase in staff reporting mental ill-health and stress which then causes long-term absences. Yet an ageing workforce means implications such as age-related disabilities and long-term health conditions must also be weighed and managed if workplace health and well-being is to be holistically addressed.

 

For further information on RWA’s Human Resources services and how we can support your business, please contact me at katherine.watkins@rwagroup.co.uk or call me direct on 07566766954 or call our helpline on 01604 709509.

Connect with me on LinkedIn or visit our website.

 

About the author

Katherine is a member of the senior management team at RWA. She has over 20 years’ international experience working in HR, across various sectors, including financial services, insurance and regulated environments. Over the years, she has collaborated with some exceptionally talented HR professionals, with whom she has joined forces on special projects. Her network of HR professionals provides advice and training to companies and other HR teams.

In her role with RWA, Katherine heads up RWA’s Human Resources Consultancy and provides objective support to firms on employment law and HR issues. She uses her extensive skills and knowledge to work with firms to help them develop strong and resilient HR strategies and establish healthy organisational cultures.

Katherine holds a degree in Business Administration and Management from the University of Northampton and a Postgraduate Diploma in Human Resource Strategies from London Metropolitan University. She is a Fellow of the Chartered Institute of Personnel and Development (FCIPD).

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