Creating an engaged workforce

Employee engagement is said to be one of the 4 biggest challenges for the HR function. It is so mainly because a disengaged workforce can be detrimental to the growth and success of an organisation, hence a lot of emphasis and effort is put towards ensuring that work environments enable and empower employees to be fully engaged. 

What makes an engaged workforce?

An engaged workforce can be characterised in many ways. There are however some common characteristics that define an engaged workforce; 
​

• An engaged workforce is clear on the vision and strategic goals of the organisation. 
• Alignment of personal goals to organisational goals is one other aspect of an engaged workforce. Where employees struggle to find how they personally contribute to the vision of the organisation, they tend to disengage and underperform.  
• Inclusivity and belonging are important in an engaged workforce. This not only refers to race, gender, religion, or sexual orientation. It has now expanded to areas such as parenting status, mental health, work location preferences. When employees feel that they belong, and that the organisational culture embraces who they are, they tend to bring their whole self and more into the work environment.  

• Recognition is important for an engaged workforce. It is important to note that recognition means different things to different employees, but what remains common is the acknowledgement of their contributions, whichever way it is presented.  
• Career and Personal growth are other aspects of an engaged workforce. Employees who are provided a space to grow tend to remain loyal and go an extra mile for the organisation. Growth opportunities are amongst one of the main reasons employees stay or leave organisations. 

How to create an engaged workforce

Creating and sustaining an engaged workforce is an ongoing task for leaders and HR personnel. It is not an easy task but has many benefits, amongst them increased productivity, reduced staff turnover, better collaboration and overall increased organisational performance.

What can organisations do to create and sustain engaged workforces? ​

Creating an Engaged Workforce

• ​Enable alignment of employees' personal goals with the mission and vision of the organisation - employees need to be clear on how they contribute towards the vision of the organisation, but equally important is how the organisation is contributing towards their personal goals. 

• Enable a flexible working environment  - Most organisations have moved towards hybrid working models in an effort to create flexible working environments for their employees. Employees tend to be more engaged in environments that support their working environment needs. 

• Put efforts towards creating a culture of diversity, equity and inclusion. A sense of belonging, and acceptance is a key factor in creating an engaged workforce. 

 

• Create opportunities for growth - these opportunities can be created in a form of of formalised training, on the job training, but also enabling employees to utilise their other talents for the greater good of the organisation. Organisations that encourage employees to use their talents outside their day to day tasks tend to enjoy the benefits of engaged employees. 

​

• Empower the leaders within the organisation to create the above mentioned environment. With continuous executive and management training, leaders can be equipped to foster and sustain environments that create engaged workforces. ​

Creating an engaged workforce is not a once-off, instant exercise. It takes time and commitment, but the benefits are immense. Let us help your organisation to create a more engaged workforce. ​

CONSULT NOW