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Best Practices

4 Things HR Can Use For Employee Engagement

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With the rise of businesses looking to invest in their employees, HR professionals have been given the opportunity to become C level employees along with having to take on many more responsibilities regarding their company’s work culture and hiring processes. This year’s HR Tech Summit happening in Toronto, and the plethora of engagement focused discussions that are occurring there this year is proof of this shift. Regardless of whether or not you are attending the summit, here is a list of practices that HR can begin to implement in order to really boost employee engagement at their organization.

  1. Recruitment Practices
    Specify your recruitment strategies to target people who will be interested in the work they are doing, specifically those that show passion for the kind of work. Ideally, the employees you want to be hiring for are those who are willing to put in the effort to succeed, and who are qualified, whether it be through hard skills or soft skills, your new hires should be suited to succeed in their role.
  2. Offer Enriching Job Situations 
    Incorporate a variety of different aspects into the employment offering that will create meaning, autonomy, the possibility for interesting variety, and situations where your employees will need to work together through inter and/or cross-departmental tasks. This will increase their sense of teamwork and their desire to take on more responsibilities outside of their job descriptions.
  3. Offer Training Opportunities 
    Along with the job variety, if you offer training opportunities for your employees to fully be able to engage with their positions and grow, in addition to aiding their periphery obligations, whatever they may be, your employees’ productivity and performance will be much better served, and in the long run, so will your business’s.
  4. Performance-Based Strategic Compensation Set up goals and achievable milestones for your employees to attain that align with your organization’s overall goals, and explain to your employees exactly how their efforts will be benefiting the business. Furthermore, aligning with those objectives, set up mini-milestones along the way to help your employees stay motivated in achieving them, and offer compensation based on their performance, and whether they hit the milestones along the way. This will give you the chance to keep watch over their progression and set up great ways to offer feedback and continually help achieve your business goals.