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The data suggests that employee engagement is struggling to really gain traction. IABC Victoria is seeking your thoughts on what we, as communicators, can do about it.


Cripes, it’s been a bad couple of months for employee engagement.

Just recently, Deloitte released its 2015 Human Capital Trends survey. The survey found that culture and engagement is now the HR department’s biggest challenge, with 87% of respondents regarding it as important.

And it’s not hard to see why. The survey went on to say that:

  • Only 28% of respondents have updated their retention and engagement strategy in the past 18 months, while a frightening 44% have either an outdated strategy or no strategy at all.
  • And a measly 40% regard their retention and engagement program capabilities as either excellent (7%) or good (33%).

But that’s not the end of the bad news. Back in late January, Edelman Engage and Melcrum released another sombre survey that may, in fact, partly explain the problem. In this survey, more than 40% of communicators said they suffered from inadequate resources to support engagement programs. They also claimed to be challenged by:

  • Their manager's understanding of engagement (half)
  • Their senior leaders’ understanding of engagement (43%)
  • A lack of alignment between people initiatives and business strategy (34%).


Have your say

Clearly, there’s an issue here. Engagement is widely regarded as a critical business issue, but the march to achieving it is hampered and the management buy-in seems low.

Now, at this point, you’d probably expect us (like any dutiful bloggers) to give you ‘the six magic secrets to great engagement’.

But we’d rather hear your thoughts and we suspect you’d all agree.

So, here goes a little experiment. Let’s try to co-create some answers.

  • Do you think employee engagement is important? Why… and how do we prove it?
  • Do you think employee engagement is under-resourced? Or are we hyping a non-issue?
  • What are the key things we, as communicators, can do to improve employee engagement?
  • What support do we need to do these things and how do we go about getting it from leadership?
  • Can you share any big engagement case studies or innovations that might inspire others?

So, get writing. We’d love to hear your thoughts, which you can share in the comments below or on our Linkedin Group page.

Alternatively, if you’re really serious about engagement, why not hit the stage and share your thoughts at our upcoming talk55 event? It’ll be a fun way to be heard and to use your knowledge to help your peers and profession.