Introduction

• A studycommissioned by UK-
based Cascade HR has ranked
the Top 12 challenges faced by
HR in 2018 and the top two are :

1. Employee Engagement (41%)

2. Retention (35%)

•It is a challenge because for

many companies profit comes
before people.
•People are not machines who
can be ‘engineered’ into doing
things.
 Employee engagement

• Employee engagement is the emotional commitment

the employee has to the organization and its goals.

• According to David Macleod “This is about how we

create the conditions in which employees offer more
of their capability and potential”
 Difference between employee satisfaction &
employee engagement
Employee Engagement
• Engagement is something you can see
in productivity and efficiency
• Employee engagement is based on
trust, integrity, two way commitment
and communication between an
organisation and its members.
• They don't work just for a pay check,
or just for the next promotion, but
work on behalf of the organization's
goals.
Employee Satisfaction
• Employee Satisfaction only indicates
how happy or content your employees
are.
• It does not address their level of
motivation, involvement, or emotional
commitment.
• Ex: Collecting a pay check while
doing as little work as possible.
Measuring employee engagement
• A survey with about 50-80 questions
• Short surveys can only provide an indication of whether employees
are engaged
• Without sufficient information, an organization cannot develop
meaningful activities, training programs, strategies, and initiatives to
raise levels of engagement
 Drivers of employee engagement
• Employees must see a link between their role and the
organization goal
• Involvement in decision making
• Some people are motivated by money/ rewards
/ recognition
• Prospect of promotions
• When the employee identifies with the culture of
the organization
• Providing learning & training opportunities
• Clear and open communication between the employee
and the organisation
 Best practices of Employee Engagement
• Build trust, be human, and default to open
• Start at the top, with executives and management
• Articulate goals and responsibilities
• Offer help to those who aren't performing well
• Create a forward-thinking work environment
• Be supportive of career planning and advancement
• Give people freedom to make their own choices
• Promote open and direct communication
• Encourage team-based working methods
• Make it a daily focus
• Reward those who do the right thing
Challenges of Employee Engagement
• Engagement levels decline as employees get older
• Managers and professionals tend to have higher engagement levels than
their colleagues in supporting roles
• Engagement levels decline as length of service increases
• Having an accident or an injury at work, or experiencing harassment both
have a big negative impact on engagement
Improving employee engagement in your company can be a lengthy
process, but that doesn't mean it's difficult.

Pay attention to your progress, devise a plan, and remember to never

get discouraged.

If you put in the right amount of effort, you're sure to see the results
you're looking for.