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The Role of HR in Setting the Rhythm of One-on-Ones in their Organizations
In today’s fast changing business world, it's more important than ever for HR managers to ensure that their organizations have a rhythm of one-on-one meetings between managers and their employees. By ensuring that they are happening both regularly and effectively, HR managers can help set the tone and rhythm for how an organization runs. These regular check-ins provide an opportunity for managers to touch base with their direct reports, give feedback, assess progress towards goals, and discuss any concerns or issues.
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Benchmarking Blue-Collar Employee Engagement in Egypt
As an HR leader, it is imperative that you know how your employees feel about their work across all job roles and job levels. Understanding the engagement levels of your entire workforce will help you increase the happiness and retention of your best employees, improve productivity and increase profits. Unfortunately, blue-collar employees are scoring lower engagement levels in Egypt when compared to white-collar employees according to the recent employee engagement survey by Engagesoft.
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How to Use HR Analytics to Create a Culture of Employee Engagement
If you're like most HR professionals, the term "HR analytics" probably brings up images of complex mathematical models and reams of data. But the reality is that HR analytics is simply the process of using data to improve HR decision-making.
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How HR Managers Can Support Their Employees' Mental Health
It's no secret that the workplace can be a major source of stress for employees. But what's often less talked about is the impact that this stress can have on employees' mental health.
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How HR Leaders Can Influence CEOs to Improve Employee Engagement
When employees are unmotivated and disengaged, leaders often look for root causes in the tools, processes, direct managers, and even workplace culture. But more often than not, disengagement is connected to the leadership of the organization. Arguably, the CEO can inspire and boost employee engagement more than anyone else in the organization by adopting effective leadership practices.
Employee Engagement In Saudi Arabia: ‘Being Valued’
Engagesoft’s recent survey of employee engagement in Saudi Arabia shows that ‘Being Valued’ scored lower than the other pillars of employee engagement: Job Engagement and Organizational Engagement.
Immediate Manager Engagement in Saudi Arabia
Our recent employee engagement survey by Engagesoft has provided valuable insight about how employees feel about their immediate managers. The key finding shows that in general, employees in Saudi Arabia have scored their immediate managers an average score of 7.8 on a scale of 1-10 (1 being extremely dissatisfied and 10 extremely satisfied), this is the second highest category in the Organizational Engagement Pillar, according to the survey results.
Work Autonomy and Independence in Saudi Arabia
The recent employee engagement survey by Engagesoft has provided valuable insight about how employees in Saudi Arabia feel about their work autonomy and independence in their workplace. The key finding shows that in general, employees in Saudi Arabia have scored their autonomy and independence a 7.4 on a scale of 1-10 (1 being extremely dissatisfied and 10 extremely satisfied); this is the second to lowest driver in the Job Engagement Pillar, according to the survey results
Low Employee Engagement Score Among Fresh Graduates in Saudi Arabia
Our recent employee engagement survey by Engagesoft has provided valuable insight on fresh graduates in the Saudi Arabian job market. The key finding shows that fresh graduate employees in Saudi Arabia have scored their overall engagement a score of 7.1 on a scale of 1-10 (1 being extremely dissatisfied and 10 extremely satisfied), this is the lowest score across all career levels, according to the survey results.
A Practical Guide to Building an Exit Feedback System That Improves Retention
Exit feedback systems that integrate surveys, interviews, and analysis provide crucial insights into why employees leave. This approach allows organizations to identify churn causes and implement strategies to enhance retention.
How Engagement Drivers Help You Spot Churn Before It Happens
Engagement drivers help HR leaders identify early signs of employee disengagement, which can lead to churn. By analyzing key factors like role fit, workload, leadership trust, and recognition, HR teams can intervene proactively to retain talent.
Why Your Engagement Metrics Are Broken (And How to Fix Them)
Learn how smart HR teams measure employee engagement by going beyond numbers to uncover what truly drives people, blending real sentiment with behavior to build workplaces where everyone feels valued.