Fixing Your Broken Employee Engagement Strategy

Employee engagement is an important aspect of any successful business. It refers to the level of commitment, motivation, and enthusiasm that employees have for their work and their company. 

When employees are engaged, they are more likely to be productive, stay with the company for longer periods of time, and provide better customer service. If you feel like your employee engagement strategy is not working as well as it should, here are some steps you can take to fix it:

1. Identify the problem: 

  The first step in fixing any issue is to identify what the problem is. Are employees not feeling motivated? Do they feel like their voices are not being heard? Do they not understand the company's goals and mission? Once you have a better understanding of the problem, you can start to come up with solutions.

2. Communicate with your employees: 

  Make sure that your employees are aware of the company's goals, values, and mission. Keep them informed about what is going on within the company and ask for their input and feedback. This will help them feel like they are a part of the team and that their opinions matter.

3. Provide opportunities for growth and development: 

  Employees are more likely to be engaged when they feel like they are learning and growing in their careers. Offer training and development opportunities, as well as opportunities for advancement within the company.

4. Foster a positive work culture: 

  A positive work culture is essential for employee engagement. Make sure that your company values and promotes a positive, inclusive, and supportive environment.

5. Recognize and reward employees: 

  Show appreciation for your employees' hard work and contributions. This can be as simple as a handwritten note or a verbal thank you, or it can be more formal, such as an employee of the month program or bonuses.

By following these steps, you can start to improve your employee engagement and create a more positive and productive work environment.

Ahsan Tariq

Preston university

Department of management science