Why should companies foster work engagement?
Work engagement describes the desire of employees to be actively involved in performing tasks at the workplace and to perform them well. Engaged employees are optimistic, show outstanding productivity and feel connected to the company and their colleagues. This has many positive consequences for the company – engaged employees perform better and as a result, increase company revenue and customer satisfaction, both directly and indirectly. Increasing work engagement should be a cornerstone of every company’s mission. Poor work engagement can, in the worst-case scenario, lead to burnout. Employees suffering from burnout often exhibit exhaustion, cynicism and inefficiency at work, hindering the company and its success. Promoting work engagement and retaining high-performing employees is essential.
The problem with quiet quitting, loud quitting and disengagement
Quiet quitting describes the group of employees who put minimal effort into their work and wait for their workday to end. Quiet quitters don’t feel connected to their job or employer and are often stressed. Failure to intervene quickly transforms quiet quitters into loud quitters. This group of employees damages the company directly with their behavior. They work against the company’s goals and ignore instructions from their team leaders. A common hallmark of loud quitters is a high level of disengagement, which is characterized by emotional, cognitive and physical distancing from work and the company. Disengagement often leads to increased employee turnover, lower productivity and declining customer satisfaction. That’s why organizations need to take active steps to counteract these developments.
Strategies for increasing work engagement
Increasing long-term work engagement in a company requires an integrated approach. This includes promoting open communication, recognizing and valuing employees, providing appropriate training opportunities and involving employees in decision-making processes. Equally important is ensuring that employees’ individual needs are met. The more these needs are met, the more committed employees will be. Demands should be realistic and sufficient resources need to be made available. Leadership style plays a crucial role. A balance between personal responsibility and support from management encourages employee engagement. These strategies also apply to remote workers but need to be adapted to each individual situation.
Everything on work engagement in one PowerPoint template
Our new PowerPoint template provides you with comprehensive information on work engagement. Present the drivers and challenges of work engagement in your organization and sensitize your employees to issues such as quiet quitting and disengagement. Our professionally designed slides allow you to engage your employees with premium-quality graphics and easy-to-understand information. You’ll also receive tools and strategies that you can use right away. The best part? Our fully editable slides allow you to add your own data and information with minimal effort.
With the Work Engagement template for PowerPoint, you can
- present essential information on work engagement
- use a selection of tools and strategies to increase work engagement
- learn more about the specifics of work engagement and remote work
This PowerPoint template includes:
- Quote
- What is employee engagement?
- Statistics
- Typical thoughts of employees
- Definition of employee engagement
- Employee engagement as a state
- Employee engagement and burnout as a continuum
- Employee engagement and burnout as opposites
- Three types of employee engagement
- What employee engagement is not
- Employee engagement vs. motivation
- Characteristics of committed employees
- Advantages of high employee engagement
- Employee engagement and performance
- Voluntary employee engagement
- Drivers of employee engagement
- Important drivers
- Positive influences on employee engagement
- Core aspects for good employee engagement
- What do employees need to be engaged?
- Influence of resources and requirements
- Employee engagement as a hierarchy of needs
- What influence does leadership have?
- What influence does HR have?
- What influence do managers have?
- What influence do employees have?
- Drivers of voluntary employee engagement
- Challenges of employee engagement
- Five challenges
- Engagement problems
- What is disengagement?
- The employee engagement spectrum
- Multipliers of disengagement
- Employees with disengagement
- The employee disengagement cycle
- Eliminating disengagement
- Turning disengagement into strategic disengagement
- The benefits of strategic disengagement
- Strategies for increasing employee engagement
- The employee engagement maturity model
- How can employee engagement be increased?
- Increasing employee engagement sustainably
- The 6 Cs of employee engagement
- The 4 Es of employee engagement
- Work engagement profile
- Employee empowerment
- Meeting employee needs
- Satisfaction-work commitment matrix
- Empowerment leadership
- Promoting engagement with the work environment
- Employee recognition
- Work engagement action plan
- Creating a work engagement action plan
- Work engagement and remote work
- Challenges and opportunities
- Office vs. remote work
- Remote work: opportunities and challenges
- Balance between requirements and resources
- Inclusive work environment for remote work
- Good relations between remote space and office
- Mental health support
- Promoting engagement in remote work
- Corporate culture for remote teams
- Remote onboarding for better engagement
- Measuring employee engagement
- Significance for companies
- Dos and don'ts of measurement
- Three levels of survey
- Employee satisfaction survey
- Pulse survey
- Employee life cycle survey
- Example of an employee survey
- Key figures for measuring employee engagement
- Employee Net Promoter Score (eNPS)
- ROI of Employee Engagement
