3 Ways to Improve Your Employee Engagement Plan Right Now

Last month, Women of HR featured a guest blog by Purchasing Power’s Chief People Office Racquel Roberts on one of the most top-of-mind topics in the HR industry -- employee engagement.

How important is employee engagement today? Gallup found that organizations with highly-engaged employees outperform the competition by 147 percent in earnings per share. That may be one reason why a G2 Crowd survey reported that companies would be increasing their spending on employee engagement by 45 percent in 2019. One area of strong growth is workplace wellness programs, which are an investment in the health and wellness of employees. The return on that investment for employers is employee productivity and creativity. The same can be said for financial wellness programs, which can help to combat the stress and decreased productivity that employees experience when they are struggling to manage their household budget.

Here are Roberts’ three simple ideas that employers should consider undertaking to truly make a difference in the lives of employees.

  1. Make room for flexibility.
    Shifting work hours (such as starting the day earlier or later) and working from home one or two days a week are two of the most sought-after examples of flexibility, particularly among Millennials, the largest generation in the workforce.
  2. Add benefits that satisfy employee lifestyle needs.
    Employees have various lifestyle needs as they enter various life stages. For example, nursing mothers appreciate on-site lactation services. Paid parental leave programs are popular for young families, and paid caregiver leave can be a lifesaver for those caring for aging parents.
  3. Take a holistic approach to wellness.
    Employee wellness used to mean providing a gym membership and orchestrating an internal health fair. Now, companies are broadening their approach to address the many dimensions of wellness - physical, mental, emotional, social, occupational, financial, purposeful and environmental. These don’t have to be equally balanced, but happy, healthy employees are generally engaged employees, so look for ways to address the wellness needs that fit your organization and employees the best.

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