Discover The Different Types of Employee Engagement Surveys

Having a solid performance management strategy that employees feel is fair and designed to support their personal development will boost organizational productivity, employee growth and engagement, and overall company success. The problem is that most companies don’t have a performance management approach that employees feel good about and trust. Traditional performance management practices were built largely to support HR’s administrative needs to rank employees and document performance discussions rather than foster employee development and build trust and communication between employees and managers.

Employee engagement, trust in management, and positive culture have always been key pillars of healthy organizations and productive teams. These pillars of employee engagement and organization trust become even more vital during periods of uncertainty, change, and business or economic slowdowns when leadership really needs the team to pull together.

Employees who feel their voice is heard are 4.6x more likely to feel empowered to perform their best work. Employee engagement has been a topic of much discussion in HR and management circles over the last decade or more. Recently though, as the workforce changes and shifts with global happenings, engagement has once again bubbled to the top. This time with added concerns: