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 work engagement?
- Why is work engagement important?
- Work engagement definition
- Work engagement and burnout continuum
- Work engagement, burnout: opposing dimensions
- Three types of work engagement
- What work engagement is not
- Work engagement vs. motivation
- Characteristics of engaged employees
- Advantages of strong work engagement
- Work engagement and performance
- Work engagement drivers
- Key drivers and influencing factors
- Positive influences on work engagement
- Strong work engagement: key factors
- Prerequisites for work engagement
- Maslow’s hierarchy of needs and work engagement
- The role of leadership
- The role of HR
- The role of supervisors
- The role of employees
- Work engagement challenges
- Five work engagement challenges
- Work engagement problems
- What is disengagement?
- Employee engagement spectrum
- Disengagement: exacerbators
- The disengaged employee
- Employee disengagement cycle
- Eliminate disengagement
- Strategies to increase work engagement
- Work engagement maturity model
- Increase work engagement
- Common solutions
- The 6 Cs of work engagement
- The 4 Es of work engagement
- Work engagement profile
- Employee empowerment
- Satisfy employee needs
- Satisfaction-work engagement matrix
- Empowerment leadership
- Engagement through the work environment
- Employee recognition
- Work engagement: action plan
- Create a work engagement action plan
- Work engagement and remote work
- Remote work and engagement: challenges
- In-office work vs. remote work
- Remote work: pros and cons
- Balance between demands and resources
- Inclusive work environment
- Interpersonal relationships
- Promote mental health
- Corporate culture for remote teams
- Measure work engagement
- Importance of measuring
- Dos and don’ts of measuring
- Three survey levels
- Three types of survey
- Metrics to measure work engagement
- Employee net promoter score (ENPS)
- ROI of employee engagement
