The 9 factors that should impact your approach to employee engagement

The 9 factors that explain why managers today need to attach greater importance to employee engagement

1. Recognition of its impact on performance: Research has shown that engaged employees are more productive, more innovative and more committed to their organisation. Managers recognise that an engaged workforce can have a positive impact on the organisation’s overall performance and success.
2. The changing nature of work: With the changing nature of work, which often involves knowledge-based and collaborative tasks, managers understand the importance of having motivated and engaged employees. Engagement is key to fostering a positive working environment and promoting teamwork.
3. The millennial workforce: The workforce has changed over the years, with a large proportion now made up of millennials. This generation often values meaningful work, purpose and a positive company culture. Managers are adapting their strategies to align with these preferences, placing greater emphasis on engagement.
4. Talent retention and management: In today’s competitive labour market, attracting and retaining the best talent is a priority. Engaged employees are more likely to stay with an organisation, reducing turnover costs and ensuring a stable, skilled workforce.
5. Employee well-being: Managers recognise that engaged employees are likely to experience greater job satisfaction and lower stress levels, contributing to a healthier working environment.
6. Technology and remote working: The rise of technology and the increase in remote working have changed the dynamics of team collaboration. Managers need to find new ways to keep employees connected and engaged, as physical proximity is no longer a given.
7. Corporate social responsibility : Many organisations are placing greater emphasis on corporate social responsibility. Committed employees are often more in tune with their organisation’s values and mission, which contributes to a positive corporate image.
8. Feedback culture: There is a growing trend towards continuous feedback and performance management. Engaged employees are more receptive to feedback and development opportunities, which is in line with the current emphasis on continuous professional development.
9. Recognition of individual contributions: Modern management practices recognise the importance of recognising and rewarding individual contributions. Employee engagement strategies often involve recognising and valuing their efforts and achievements.