Posted 15 October 2015
Employee engagement can be interpreted a number of ways. For employees it's an expectation that the organisation will keep them motivated, content and productive in their role. For employers, it's utilising different ways of working and technological advancements to ensure high productivity, low attrition and less conflict. Finally, for the technology world it's an opportunity to amplify the efforts of HR in keeping employees effective, streamlining recruitment, reward, social collaboration and feedback processes.
Essentially, truly engaged employees expect trust, commitment and a two-way agreement between themselves and their employer. Their role in engagement should not be underestimated, and an organisation that views engagement as a 'tickbox' of HR is ignoring a widespread issue. The savvy Gen-Y / Z workforce don't respond well to rigid, purely technological processes. They demand interaction, feedback and a blend of work and social processes. The subjectiveness of engagement means that technology cannot own this process entirely, and the role of managers and HR is equally important.
What's technology's role?
Whilst the concept and control of employee engagement may sit with managers and the HR division, technology as an enabler is a hard mechanism to ignore. Onboarding, performance management, collaboration tools and a seamless recruitment process are just some of the elements that can be implemented and optimised to align with engagement objectives. HR solutions are evolving, and are no longer seen as databases of people information. An intuitive HR solution which offers engagement functionality and smart analytics is a wise investment, and will pay dividends.