Employee engagement: 2 levers to really boost it

It is no longer a secret that employee engagement is a priority for HR today (Survey by ABV Group, Willis Towers Watson and RH&M - 2018). Indeed, it has already been a few years since remuneration is no longer the only source of Motivation of talent. More and more of them consider their work to be a vector of development and meaning above all. “Why do I wake up every morning? ”, “Is my business ethical and responsible ? ”, “Will I be able to develop innovative ideas or learn to develop my leadership today? ”... Providing answers to these questions that employees ask themselves on a daily basis is, for large groups, one of the keys to meeting this major challenge that is commitment. Let's see together 2 levers that businesses can use to: boost employee engagement.

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Lever 1: learn to manage diversity to boost employee engagement

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Whether we are talking about gender diversity, diversity of profiles or generations, learning to manage diversity is crucial for a company, whether to boost its economic performance, as well as to enrich and develop collective intelligence and creativity (Global Contact “Gender Scan” survey - 2016). Take the example of “Millenials.” In 2020, they will represent 50% of assets, and what some companies have only seen out of the corner of their eyes for a few years is about to happen. With the surge of young “Gen Z” graduates entering the job market, so many “slashers” are knocking on the doors of major groups. Driven by a desire to multiplying experiences And to be immediately effective contributors, they will not hesitate to change companies if they feel that certain processes may slow down the development of their creative ideas. One of the means available to large groups to ensure that employees feel that we believe in their potential and that we are investing in them, is the establishment of a lifelong learning policy. This means encouraging, for example, “Live my life”, mentoring, or allowing talents to follow a personalized professional coaching on media that are familiar to them (for example on digital media that allow them to be coached remotely, on short formats).

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Lever No. 2: implement CSR actions to strengthen employee engagement

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70% of companies consider Corporate Social Responsibility to be important (Deloitte study: “2018 HR Trends ”). Rightly so because in a context where employees seek to find meaning in their work, and at the same time want to better reconcile professional and personal life, focusing on CSR is, for organizations, a way to enhance their employer brand image. Moreover, it is a question of CSR externally (humanitarian commitment, sustainable development), or internally (preservation of work/personal life balance). Many companies have already assessed the challenges that Corporate Social Responsibility represented in attracting, retaining and engaging its talents. The latter give employees who wish to do so the possibility of Get involved once a month in a personal or humanitarian project. Similarly, others choose to establish rules to maintain a balance between time spent in the office and time spent in the private environment. For example, the ban on organizing meetings after 6 pm, or sending emails after 8 pm or on weekends. Chez Talentis, we believe that it is the responsibility of each employee to set their limit and that it is also up to companies to create the conditions for each person to feel responsible and autonomous in the management of his time. How? By establishing the conditions of trust, which is necessary for the adoption of a more flexible way of working, and by supporting managers and managers with professional coaches. Especially when it comes to optimizing the management of their time, energy, stress and priorities.

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Understand the aspirations of employees, and respond to them through access to business programs Or of professional coaching or by the possibility of investing in a part-time association, this is the major challenge for large groups today. It is by allowing talents to develop, to learn constantly, to test their new ideas, or in a word, to flourish, that businesses will be able to largely solve the current problem of attraction and retention.