When looking for a definition of employee employment, we think the best place to turn is to the Chartered Institute of Personnel and Development.
It’s not the easiest task to ensure good employee engagement across a large workforce spanning many different locations and working environments. Your staff will value different things, face different challenges and require varying amounts of information and communication. How do you ensure you’re giving everyone the support, tools, rewards and info that are going to make them happy and loyal employees for ever more?
There's been a shift taking place in workplaces around the globe. The shift is one that places emphasis on the concept of employee engagement. While the shift and emphasis have taken place and continue to gain momentum, it still can be complicated to define, difficult to measure and even more elusive to succeed at.
Poor employee engagement is costly – not just in terms of high staff turnover and recruitment fees, but also because of the impact it has on a business’s output quality and quantity.
It was accurately predicted that by 2015, millennials would bypass their older co-workers and become the majority age demographic of the workforce. They now rank at over 50% of all employees worldwide. That trend, for obvious reasons, will continue to rise. In fact, it's now forecasted that by 2030, millennials will make up somewhere in the ballpark of 75% of the global workforce.
A happy and engaged workforce is vital for any business that wants to experience growth. Knowing how your employees are feeling, keeping them informed of business developments and addressing problem areas quickly is your ticket to success. It really is that simple when you’re a small or digital business. However, if you’re in the manufacturing sector, there’s a lot more to consider. So here’s a handy guide for manufacturers on how to improve employee engagement and retention while navigating the tricky climate they face.
Employee engagement is a metric that every company in the UK should be monitoring. That is especially true in industries facing significant skills shortages where there are more vacancies than skilled workers to fill them.
Industries heavily reliant on skilled engineers or technicians fall squarely into this category. With the current skills crisis and an increasingly mobile workforce, manufacturing companies should pay attention to employee engagement and planning future workforce engagement strategies. Here are five solid reasons why...
The UK faces an employee engagement deficit. At both a macro and a micro level, this matters: Britain is 15% less productive per employee than the average of its EU competitors and productivity over the last decade has grown a paltry 1.4% over the whole period.
Few professions in the UK are as universally appreciated as those in the healthcare industry. Doctors, nurses and all the supporting cast of porters, administrators, paramedics and so on, are amongst the most widely celebrated workers in the country. Yet they are often also the most disengaged employees in the country.