Being the most damaging and insidious corporate crisis for generations, COVID-19 has left many organizations struggling to work out which way is up. During this saga, much of the dialogue has followed the theme of the ‘new challenges’ that businesses face and how leaders can overcome them.
However, one could argue that what we are experiencing is simply an amplification of pre-existing obstacles.This logic certainly applies to the topic of employee engagement. Where understanding, measurement and execution is concerned, this is an area that has long perplexed HR leaders the world over. With the onset of the pandemic, this has only intensified.
What’s more, with the positive correlation between employee engagement and organizational performance now demonstrably clear, the importance of this cannot be underestimated.
With this is mind, we sought to gather some exclusive, actionable insight on the matter. In doing so, we surveyed a number of senior HR leaders, and compiled our findings into a brand new, free report. Here’s what to expect:
Using a carefully-constructed questionnaire, we were able to establish a reliable gauge as to the role and perception of employee engagement in the business world at present.
For instance, with a clear trend of disengagement developing among organizations in 2020, we queried how our audience members would rate their current ability to engage their workforces effectively. With four responses to choose from, our expectation was that a varied data set would result. In reality, however, the question produced a landslide response.
Furthermore, we used our questionnaire as an opportunity to ascertain how organizations are scrutinizing and utilizing employee engagement data once it has been acquired; generally speaking one of the most nebulous areas within the topic.
In order to be thorough, we outlined seven different options to respondents. These included ‘understanding the business health as a whole’, ‘improving productivity’, ‘improving career development and training opportunities’, and ‘improving collaboration across teams’.
Ultimately, we believe that the final report offers a genuinely valuable insight as to how modern organizations approach employee engagement.
Though we feel confident that our survey findings bring great value and insight, there is often nothing more appropriate than raw, qualitative insight from senior HR leaders. Based on this, we sought the views of five, hand-picked contributors in order to add some further authority to the report.
For instance, Lisa Whited, Chief Transformation Officer, Advanced Workplace Associates, offered her thoughts, stressing the importance of personalization when it comes to the employee and customer experiences alike.
Establishing an Organization Guidance System
Dave Ulrich, Norm Smallwood and Alan Todd break down Organization Guidance Systems - what they are, and why they are essential to HR's role in busines...
2020: HRD Thought Leaders on the biggest trends of...
Dave Ulrich, Jill Christensen, Jon Ingham, Katrina Collier and more HRD Thought Leaders predict the trials and transformations that will face the work...
HRD Summit UK 2020 - Sneak Peek
With the HRD Summit 2020 fast approaching, HRD Connect takes a look at what to expect at this year’s landmark event. View article
Amanda Cusdin, Sage: The Big Conversation and real...
In this week's HRD Live Podcast, Amanda Cusdin, Chief People Officer, Sage, sat down Michael Hocking, Editor, HRD Connect, to discuss Sage's mammoth c...
HRD Best of 2019: Culture and Engagement
As 2019 comes to a close, we look back at the top 10 culture and engagement articles, podcasts and interviews of the year. View article
Do You Possess the Top Two Most In-Demand Skills?
Jill Christensen, Employee Engagement Expert, Best-Selling Author and HRD Thought Leader, breaks down the two most important skills in the workplace, ...
She said: “These conversations help with social cohesion – the ‘glue’ that holds a team together – and also allow you to get to know people on a more human level, sharing aspects of our lives that might otherwise not be shared.”
Similarly, Mika Cross, VP, Employer Engagement, FlexJobs, gave her take, this time on the role of technology when it comes to employee engagement.
She argued that selecting one key piece of software is not necessarily the answer, and that using a matrix in tandem may be a far more valuable approach.
The key to engagement lies in “finding a variety of opportunities for work‑related and non-work-related options to connect, communicate and support one another”, she said.
Whilst the information offered in this report represents an authentic and rounded snapshot of employee engagement in 2020, it certainly is not exhaustive. So, to conclude, we’ve included a cherry-picked canon of works published on HRD Connect in recent months.
For instance, in an installment of our newly-established series, HRD Deep Dive, we delved into the topic of the workspace, and how it will be re-imagined in months and years to come. We believe this will act as a useful supplementary read to the information provided in the report.
Similarly, we’ve directed readers to a feature we published in July earlier this year, which tackled the issue of employee engagement in 2020 head-on. In this one, HRD Thought Leader Debra Corey outlines how leaders can enact care and support in order to fashion a more proactive approach to employee engagement.
For free access to all of the above and much more, click here to view and download the new HRD Employee Engagement Report.