Increasing an organisation's engagement levels has a positive impact in terms of improving performance, it has been claimed.
The Chartered Institute of Personnel and Development (CIPD) said the positive engagement of employees has long been linked with sustainable organisation performance.
However, knowing how to engage different groups of people is "the million dollar question", the organisation said.
The CIPD claimed there are four principle enablers of engagement: strategic narrative, engaging managers, employee voice and organisational integrity.
Employers should also make a greater effort to explain how people can get involved with the employee engagement movement, the body claimed.
Ben Willmott, head of public policy at the CIPD, said employee engagement is even more vital during difficult economic times.
"At a time when many employees are experiencing a pay freeze, rising living costs and an increasing sense of job insecurity, how people are managed on a day-to-day basis becomes even more important," he said.
"It is crucial that more employers understand and develop the leadership and management capability that underpins employee engagement if they want to get the best out of their staff and support their wellbeing and resilience during tough times."
This is also critical to improving the UK’s productivity gap with its international competitors and supporting prospects for growth, Mr Willmott stated.
He noted that almost a third of people in employment in the UK have some responsibility for managing people.
As such, just a small improvement in leadership and management capability, and therefore employee engagement, would have "a significant impact" on increasing output, improving service delivery and boosting innovation.
It could also help manage and reduce stress, sickness absence and conflict at work, Mr Willmott claimed.
According to another recent study, flexible working can help improve employee engagement levels and boost productivity.
A study carried out by 2e2 found that 63 per cent of employees now feel constrained by traditional nine to five working.
Posted by Jon Aspinell on 13th December 2012
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