Debbie Lovewell-Tuck: Take employee engagement to the next level

As our inaugural Engagement Week, in association with Reward Gateway, draws to an end, it’s time to reflect on the trends and issues currently shaping this area of the benefits market.

As a starting point, take a moment to consider what employee engagement really means to you and your business. (And now is the time to be honest.) Is it something you have heavily invested in, which sits at the heart of your people strategy? Is it something you invested heavily in a few years ago, but have not revisited since? Or is it something you know you need to explore and invest in, but as employees seem happy enough, is not currently high on your organisation’s list of priorities?

For many organisations, I suspect the real answer will lie somewhere in between all of these. While the importance of employee engagement is well recognised, truly getting to the heart of what engages staff and building a sustainable engagement strategy can pose a challenge.

Increasing workforce diversity also means that the range of variables impacting engagement has grown. No two individuals are the same, and what engages one may well not engage another.

Yet, despite the complexity of the task in hand, the advantages of successfully engaging employees for the long term are well documented. Employers that have built this into the heart of their reward, people and business strategies are those that frequently top the lists of the best places to work, benefitting from high levels of staff attraction, retention, productivity and wellbeing, to name but a few.

Wherever you are with employee engagement in your organisation, Engagement Week was designed to help you take this to the next level through exclusive insights and opinions uncovering best practice in the workplace. These included:

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What approaches have you found to be most successful at improving employee engagement? We’d love to hear from you, so tweet us @EmployeeBenefit.

Debbie Lovewell-Tuck
Tweet: @DebbieLovewell