Employee Engagement & Global Economic Downturn

Towers Perrin has released a new quarterly report containing latest research around how are employee perceptions are being shaped in the light of the economic climate. Some of the most interesting observations from the data:

  • Managing work-life balance is getting increasingly difficult with only 55% of the employees responding favorably to the issue of ‘being able to manage work and personal responsibilities.’
  • Employee Engagement, a key indicator of organizational performance, has held steady through the economic downturn.
  • Companies have responded well by redefining organizational structures, connecting better with customers and aligning employees to workgroup and organizational goals.
  • However, employees feel more uncertain about the future and placed lower levels of confidence in the leadership.
  • Not surprising at all – the “tendency to look out” has declined considerably.

Finally, the report ends with some handy suggestions on what companies can do to sustain engagement levels:

  1. Get leaders out front to talk with employees about the business environment and how the organization is responding, as well as the long-term vision and what the organization stands for.
  2. Involve employees in efforts to manage costs to help them feel like active contributors.
  3. Communicate consistently and candidly about both short- and long-term objectives.
  4. Listen and gather input from employees.
  5. Promote development opportunities so people can see a future for themselves worth working toward.

Truly, its these “basics” which make the difference.

  1. Get leaders out front to talk with employees about the business environment and how the organization is responding, as well as the long-term vision and what the organization stands for.
  2. Involve employees in efforts to manage costs to help them feel like active contributors.
  3. Communicate consistently and candidly about both short- and long-term objectives.
  4. Listen and gather input from employees.
  5. Promote development opportunities so people can see a future for themselves worth working toward.

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