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Employee engagement strategy

Towers Perrin (2007), the term employee engagement

refers to the extent to which employees put discretionary
effort into their work, beyond the minimum to get the job
done, in the form of extra time, brainpower or energy.
An engagement strategy will address all the means that an
organization can use to promote this type of effort.


The significance of engagement is that it is at the

heart of the employment relationship.
It is about what people do and how they behave in
their roles and what makes them act in ways that
further the achievement of the objectives of both
the organization and themselves.


An answer to this question was provided by Bevan, Barber and

Robinson (1997), who describe an engaged employee as

who is aware of business context, and works

closely with colleagues to improve performance
within the job for the benefit of the

A more detailed answer was given by Robinson et al (2004), whose

research for the Institute of Employment Studies indicated that an
engaged employee was someone who:
is positive about the job;
believes in, and identifies with, the organization;
works actively to make things better;
treats others with respect, and helps colleagues to perform more effectively;
can be relied upon, and goes beyond the requirements of the job;
sees the bigger picture, even sometimes at personal cost;
keeps up to date with developments in his or her field;
looks for, and is given, opportunities to improve organizational performance.



Trust in Senior Leadership Employees believe in, trust and follow senior leaders.
Immediate Manager Working Relationship the quality of the management team
directly impacts the performance and retention of employees.
Peer Culture effective peer relationships leads to highly engaged, productive employees
and drives organisation performance.
Personal Influence employees feel that they can strive to seek better ways of doing
things, to innovate new ideas and that their efforts (be they successful or not) will be
Nature of my Career providing employees with meaningful career paths, that will inspire
and provide them with a variety of opportunities to grow and develop and lead to their goals.

Career Support providing employees with the opportunity to develop through

assignments or key jobs.
Nature of the Job providing employees with jobs that are designed to challenge
them; that are a good fit with employees skills, qualifications, experience.
Development Opportunities providing employees not only with formal learning
programs but also with the opportunity to practice their newly acquired skills and
knowledge on the job under the watchful eye and also the opportunity to learn from
others outside formal learning programs.
Employee Recognition recognizing in a sincere and timely manner employee
contributions and incremental improvements.
Pay Fairness motivate employees by implementing equitable pay linked to
performance and also to the type of the company (e.g. industry leader or follower).



1. Invest in training and development

They can develop in-house training departments, ally their company

with special training houses and universities,
Send employees to relevant external training programs identified by
themselves in conjunction with their supervisors,
Besides the company's training activities, career plans and
professional development opportunities ought to be routinely
discussed and formalized.
Once the employees feel the company has invested in them in this
manner, they are far more likely to uphold its best interests and keep
an eye to furthering its goals and enhancing its welfare.

2. Respect employee's needs for work/life

Top employer today, should be cutting no corners in ensuring
they do nurture and retain top talent by taking a more
holistic approach to their employees' welfare.
Work arrangements increasingly available at leading
corporations and which employers should aim to implement
- include flexible hours, part-time, job-sharing,
telecommuting in additions to sabbaticals for long-serving
personnel or those pursuing special outside interests and
extended leave periods for new parents.

Other strategies include;


Create favorable work conditions.

Maintain open channels of communication.
Create an environment of diversity and inclusion.
Formalize reward and recognition programs.
Participate in community outreach programs.

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