A total of 32.2% of respondents stated that they had seen a relatively high increase in employee involvement since the beginning of the crisis. 21.2% of HR professionals also described the current level of engagement as "excellent" and 57.6% rated it as "good".
On the other hand, the answers also showed that just under a fifth of employees (18.6%) feel that employee involvement in the performance of work duties has decreased. Almost half of employers (49.2%) stated that there had been no change since the beginning of the pandemic.
Nearly a fifth of survey participants (18.9%) further characterised the current level of employee engagement as "fair", while 15.4% rated it as "very bad"; only 1.5% described it as "bad".
These findings are based on an assessment of the situation in companies only after the processes were compared and appropriate stabilisation measures put in place.
Respondents also described several initiatives they had taken to support better employee engagement, including providing regular information from the company, health recommendations and tips for working from home, and organising virtual social activities.
They also outlined the steps they had taken to appreciate the efforts of employees working remotely in difficult conditions. These included, for example, thanking them through public praise or direct contact, introducing a contribution to home office equipment, or even sending various small gifts.
The survey further revealed growing pressures on human resources staff. Many respondents confirmed unrealistic expectations from the management of their own organisations during the coronavirus crisis, or the ongoing struggle with changing government measures, as well as their own need better to balance work and personal life.
In conclusion, it is worth mentioning the specific statement of one of the respondents, who sums up the situation quite well: "HR is having a nervous breakdown due to the absence of a crystal ball, which everyone thinks they themselves own."
What development are you aware of in your own organisation in terms of employee engagement? Are you also feeling pressure on your own performance?
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