Employee engagement is valuable to every organization. It can have a huge impact on both the individual employee and the company as a whole. If you get it right, you’ll witness enhanced productivity, better customer service, lower staff turnover, and fewer issues regarding employee sickness and absenteeism.

There is a multitude of studies to back this up. However, despite the abundant evidence, Gallup estimates that only 15% of employees worldwide are engaged at work.

The human resource department is in a unique position to address this issue. HR has always served as a link between management and employees. They can facilitate, encourage, and measure the impact of employee engagement by acting as a gateway between management and employees.

HR also plays an important role in fostering the workplace culture and ensuring that the company’s leadership, business goals, and employees are all in sync. So we can say that HR has a significant role to play when it comes to increasing employee engagement. We’ll take a closer look at HR’s role in employee engagement in this piece.

What Is Employee Engagement?

Any conversation about employee engagement must begin with a clear explanation of what that term entails.

Employee engagement refers to employees’ emotional attachment to the organisation, its vision, and its ideals. It is what motivates an employee to do more than the job’s fundamental requirements.

Employee Engagement Matters!

It’s no secret that businesses with engaged employees outperform those that don’t have an engaged workforce. The sky is the limit when people genuinely believe their effort matters and is respected. Consider the following facts:

Benefits Of Employee Engagement

As we’ve shown, if you do it right, employee engagement can have a significant impact on your company’s bottom line. After all, it stands to reason that a delighted, engaged workforce will result in more efficiency and better customer service. Furthermore, engaged employees take fewer vacations and show stronger devotion to their workplace by sticking to the job for a long time.

Employee Engagement Drivers

So, when it comes to increasing employee engagement, what are the essential factors that have the most impact on employees?

It goes without saying that there are a variety of factors that influence employee engagement. Many companies prefer employee engagement software. which makes it easy for HRs to maintain a positive work environment. However, studies suggest that the four characteristics listed below are most relevant. If you do well on these, you’ll be among the best-performing organisations in terms of employee engagement:

HR And Employee Engagement

Employee engagement should be a top priority for all stakeholders, leaders, and managers in the company. HR, on the other hand, oversees a number of areas that have a direct impact on employee engagement and hence plays a critical role in ensuring that the primary drivers are handled efficiently. HR is the foundation of employee engagement in all top-performing firms because of its people-focused approach and mediation role.

Human resources to the rescue

While all departments in the organisation can and should implement employee engagement initiatives, HR departments are especially important in this regard. They have the knowledge of which strategies are most effective in increasing employee engagement, how these approaches can be monitored, and the measures that must be taken to ensure continuous improvement.

Here are four best ways HR may help reinforce and enhance employee engagement in your company.

  1. Hiring for cultural fit

When it comes to selecting the ideal candidate for every open spot, HR has a significant role to play. It’s critical to assess every applicant’s “culture fit” with the organisation during the interview session. Before making the final decision, HR must ask himself/herself, ‘will the potential recruit be a good fit for the company’s cultural values?’

After the initial training, the HR department plays a critical role in maintaining the firm’s culture by continuously communicating business values to employees at every level.

  1. Helping people understand the value of their individual contributions

HR is in charge of supervising the organization’s annual performance evaluation in leading companies. Rather than only focusing on evaluating and managing performance, the HR department may also use it to help employees comprehend the wider picture and how their position fits into it.

By establishing a clear relationship between the company’s core business goals and organizational aspirations, HR can motivate each employee to take ownership of their personal contribution to the organization.

  1. Improving communications

Employees are more likely to feel distant from their coworkers as organisations grow and remote work becomes a norm. Personal communication must be consistent in order to keep the employees informed, updated, and involved.

These discussions are frequently the duty of HR, with assistance from other divisions. Sharing news, whether it’s about a policy change or key corporate updates may go a long way toward increasing employee engagement.

  1. Recognizing good work.

Does your company recognize, reward or thank its employees on a regular basis? There’s room for improvement unless your response is a resounding “yes.” Even if only a few executives and managers express gratitude to their employees on a regular basis, taking the extra effort to make it a part of your corporate culture will pay off tremendously.

Recognizing individuals on a regular basis can create a positive atmosphere in the workplace and motivate other workers to enhance their own productivity. HR professionals may play a role in motivating all employees to express gratitude for the efforts of their colleagues.

Whether it’s implementing new technology for employees to officially applaud one another, launching an awards program, or instructing staff on how to provide input, recognition is a critical component of a motivated team.

So, What’s the overall message?

The fundamental truth is that HR is in a unique position to influence employee engagement. In reality, the success of any employee engagement program is heavily reliant on HR’s active participation. The human resources department plays an important role in operational processes, from talent management to implementing ever-changing workplace rules. HR is the main component of employee engagement since it focuses on individuals at all levels of the company.

Positive employee engagement begins with HR, so if you’re serious about increasing employee engagement, make sure HR is on board with all efforts.