Does your Employee Engagement strategy include Support Mechanisms?

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Does your Employee Engagement strategy include Support Mechanisms?

Posted date 04 January 2021

Sure, you have an EAP helpline but do you have an employee engagement strategy that is designed to provide support in equal measure as it does for development, communication, celebrating success and all the other necessary elements to ensure a fully engaged and motivated workforce?

Does it need to?

In answer to that, let’s look at some facts:

· By 2020, almost one in two people will get cancer at some point in their lives

Source: MacMillan Cancer Support

· Approximately 1 in 4 people in the UK will experience a mental health problem each year

Source: MIND

· Nearly one in eight workers is a Carer

Source: carerstrust

It’s not difficult to translate the above facts into numbers within your own organisation and quickly calculate the potential impact of these ‘real-life’ events over which you have no control and which will have a major impact on your employee’s confidence, concentration levels and general levels of happiness and wellbeing.

As a minimum, good leaders and managers will exercise emotional intelligence and be aware that something may be affecting an employee. Those with great soft skills may even instigate a conversation but without a clear policy or strategy on support in these key areas, what do you do next? What process do you follow? Do they need time off and if so, is it compassionate leave or annual leave?

Without clear policies and guidelines, the answer to these questions are merely down to individual interpretation and are likely to add confusion to an already sensitive and difficult situation​

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