Today’s HR landscape has been influenced by recent events, such as the Great Resignation and quiet quitting, which have highlighted the significance of employee engagement and experience in the workplace. Employees are more likely to stay with an organisation if they feel supported, valued, and connected to their team. To achieve this, it is important for managers to create an environment where employees can have a sense of belonging to their team and understand their role in the organisation’s success. However, in a slow economy, building relationships with employees and ensuring their contentment can be a challenging task.
This is why HR professionals are called to confront the big challenge of maintaining and fuelling employee engagement amid a looming recession. Since the beginning of the pandemic, creating a community and having employees that are happy – and that do not wish to leave and go work for the competition – have been some of the greatest priorities in the last years.
With the increasing importance given to employee engagement, companies are starting to invest in programmes and initiatives to improve it. This is especially true of organisations operating in the financial services sector: according to a research by Culture Amp, 75% of Financial Services employees feel engaged, while the average score that includes also other industries is 29%.
In shifting their focus to finding new ways to engage employees, companies are relying more and more on community and engagement managers. A new role in many organisations, it indicates a dedicated figure that is responsible for developing and implementing initiatives and programs to increase employee engagement, satisfaction, and retention. These can include organising team-building activities, creating opportunities for career development and training, implementing wellbeing programs, and other HR initiatives aimed at enhancing the employee experience.
As we operate in a highly competitive industry where employee retention and engagement are critical, at RGI we really want to put engagement, skills development and training front and centre.
Combining learning activities and engagement, through our Corporate Academy and our new Learning Management System we offer a personalised training experience that includes not only traditional online courses but also gamification and hybrid learning. This integrated approach helps make learning more engaging and effective so that it can foster the development of each employee based on their unique needs and abilities.
To foster a sense of community within our company and promote the company culture, we organise engagement initiatives that range from team-building activities and social gatherings to other events that bring our RGI People together through their passions, foster collaboration and help us build a pleasant working environment.
As a way to boost our approach to engagement, we have recently introduced our own engagement managers programme. Our engagement managers are a group of passionate individuals from various departments and offices that organise local activities and engagement opportunities that cater to the interests of all employees. They indeed devise these initiatives by collecting our colleagues’ inputs and suggestions through dedicated internal channels and meetings.
As part of our listening approach, we have introduced dedicated meetings not only with our engagement managers, but also with our management team. Through one-to-one meetings and open-door appointments, our RGI People can discuss their ideas and employee experience with our C-Level executives and our HR team.
At RGI, we consider employee engagement and satisfaction as part of our success and focus on promoting well-being and work-life integration. To achieve these goals, we really want to listen to our employees and develop engagement initiatives that meet their needs and constantly improve their employee experience.
