Employees who have good quality jobs and are managed well, will not only be happier, healthier and more fulfilled, but are also more likely to drive productivity, better products or services, and innovation. This mutual gains view of motivation and people management lies at the heart of employee engagement, a concept that’s become increasingly mainstream in management thinking over the last decade. As part of our work in this area, we sponsor Engage for Success, the voluntary UK movement promoting employee engagement.
This factsheet examines the nature of employee engagement, its benefits, assessing and measuring engagement, and ways to foster an engaged workforce.
This factsheet was last updated by Jake Young: Research Associate, CIPD
Jake’s research interests cover a number of workplace topics, notably inclusion and diversity. Jake is heavily involved with CIPD’s evidence reviews, looking at a variety of topics including employee engagement, employee resilience and virtual teams.
Evaluating the pros and cons of working in shared office spaces, and how they impact on productivity
An examination of how strong channels for employee voice has the potential to drive the effectiveness of high-performance management practices
Researchers explore the differences between ‘organisational’ and employee-focused voice, how they impact employees and what managers can do to foster voice
Learn about defining, measuring and reporting human capital, and how HR can use human capital information to drive performance
Understand how being defined in UK law as an employee, a worker or self-employed affects employment rights and employers’ legal responsibilities
Outlines the main characteristics of strategic and total reward, and looks at designing and implementing a reward strategy across the organisation
This factsheet looks at employee voice, its purposes and use, and the benefits it can bring to an organisation and its workforce. It also covers whistleblowing and creating a speak-up culture