Debbie Lovewell-Tuck: Maximising employee engagement

debbie lovewell-tuck

As our Engagement Week, in association with Benenden, draws to a close, it is time to reflect on some of the trends and issues currently shaping this area of the benefits market.

In today’s workplaces, what truly engages employees is the million-dollar question. For some, it may be the salary and benefits on offer, for others, it may be more about their role and the opportunities on offer, while for some, the physical working environment may play a key role. So, with five generations now in the workplace, it is likely employers will be able to identify a number of factors driving employee engagement in their organisation. Their job in pinpointing these is only made more complex by the fact that what drives and engages individuals is likely to change over time depending on their life stages, aspirations and goals.

Communicating all elements of an employment proposition to ensure it is fully visible to and valued by employees, therefore, plays an essential role in any engagement strategy.

Whatever approach to employee engagement an employer takes, achieving a return on investment on this will be a key priority. While higher levels of productivity, wellbeing and staff attraction and retention are well recognised as the advantages of an effective employee engagement strategy, the need to demonstrate this in financial terms has never been greater. This can be achieved using the vast amount of data now available to employers through sources such as engagement surveys, absence statistics and exit interviews, to name but a few.

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

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Debbie Lovewell-Tuck
Tweet: @DebbieLovewell