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3 Employee Engagement Trends to Consider in 2016

Posted, by Rachel (Merkin) Welt on 02/26/2016

Employee engagement remains a critical part of HR programs and a big challenge going further into 2016. While every expert is discussing engagement trends, here are three trends to help you get started in boosting your employee engagement.

Employee engagement trends

  1. Engagement and culture- Employee engagement remains a top concern for both employers and HR going into 2016, and it’s a trend that’s not going away. According to a new Deloitte survey, 87% of organizations indicated that employee engagement and culture are a top challenge, with 50% indicating that this challenge is “very important” to address this year. Engagement is a catalyst and a precedent-setter for your organizational culture. Employee engagement and culture set standards for how your employees view their time at work and their relationship with their employer.
  1. Professional development will link to turnover- Professional development has become something employees expect. Without opportunities to learn and grow within the organization, employees will look for employment elsewhere. Employee engagement can hinge on ensuring that employees have room for this growth within their current position. It allows employees to feel comfortable staying put in their current organization, rather than looking for other employment.
  1. Peer-to-peer recognition will grow- Peer recognition has become an important component of employee engagement. Not only does it engage employees in their own fate, it also creates a sense of equal community and breaks down traditional vertical hierarchy at the office. Involving employees in each other’s success allows teams and individuals to succeed and fail together.

For thirteen more employee engagement trends check out
this article from
CIO Magazine.

Topics: Employee Recognition, corporate culture, Employee Engagement, employee engagement trends, Employee Rewards, Employee Incentives & Engagement, professional development

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