CHALLENGES OF EMPLOYEE ENGAGEMENT

Employee engagement is one of the best contributing factors to employee motivation and productivity. Nonetheless, some business leaders interpret employee engagement in an inappropriate way, and may cause a critical threat to the business. The following are possible challenges that employers need to overcome in order for effective employee engagement:

• An unclear definition:

Employee engagement is not just a tool to improve your business productivity. Most employers misunderstand the role of employee engagement and cause negative effects to the employee morale. Employee engagement should be performed in ways to recognize your employees, communicate your business goals and understand each employee’s personal objective aligned with your business.

• Too strong of an emotional tie does not guarantee strong performance:

Having a team culture in workplaces will create a sense of belonging and social impact between employees. An effective emotional tie will motivate your employees to grow as loyal employees but a lack of good management and strategies may cause a big loss. Your management needs to balance the intensity of emotional engagement and lead the employees to achieve corporate objectives.

• Results may not be actionable:

It is possible that employee engagement cannot be easily changed immediately and not measurable. Employee engagement is created via communication between your management and employees where it is a time-consuming process but, the final outcome will be invaluable. The objective of employee engagement is not only to improve productivity but also develop positive motivation and recognition within the workplace.

There are many potential challenges that business leaders may face to innovate their workplaces. WooBoard – an online employee recognition platform to create a happier, more productive workplace – will help your business overcome such challenges and develop employee engagement, and bring actionable results via employee communication and recognition.

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