Resources

From better performance and productivity to lower turnover and absenteeism, employee engagement is an outcome measure that benefits both companies and employees. And while everyone across an organization plays a role, leaders are uniquely positioned to inspire employees to do their best work or push them to disconnect and disengage. Here we discuss how leadership influences employee engagement and share 12 best practices.

Quiet quitting is a hot topic these days, especially for leadership, managers, and human resources. So, what is quiet quitting? You might be surprised to learn that it has nothing to do with resignation letters or the reasons employees quit their jobs. It’s worse. But the good news is that you can take action to mitigate its root causes and re-engage your employees.

What have we learned from the past two years? Jennifer McClure, CEO of DisruptHR and Unbridled Talent, reflects on what went right, wrong, what to celebrate – and the two things the pandemic taught us about employee engagement.

Employee engagement is the best way to limit unwanted turnover, boost productivity, and increase your referral rate. Wise company leaders know this and understand the value of investing in a people-first culture. And while many think you can increase employee engagement with fancy perks and benefits, the truth is, there are many different drivers of employee engagement.

Top Workplaces are filled with engaged employees who bring their best to work each day. Employee engagement is the outcome of a healthy workplace culture, and it’s vital to employee retention, motivation, referrals, and more. But what employee engagement looks like isn’t always easy to spot. Let’s explore the most common behavior and signs of engaged employees.