Use the link below to share a full-text version of this article with your friends and colleagues. Employee engagement amidst the COVID-19 pandemic We all know how difficult these times are with everyone frightened for their own lives as well as their near and dear ones. Goswami (2020) article is about engaging downtime employees during the lockdown period. Organizations also need to be able to recognize the various facets that motivate and derive employee engagement in organizations. The initial panic surrounding the Covid-19 pandemic may have passed, but this is giving way to a longer-term problem that will affect employee wellbeing. The primary focus of the research was to determine factors that lead to employee engagement, well-being, and work effectiveness during and after a crisis. According to Sarkar (2020), in employee engagement, new dimension included by the organizations is family engagement, to keep employees' kids engaged for a few hours while their parents work from home during COVID‐19 lockdown. Organizations nowadays are constantly developing innovative and effective means to engage the employees during this tough time. Further study suggests asignificant role of internal communication satisfaction in high employee engagement (Verčič & Vokić, 2017). This paper is to determine the various creative and innovative ways of employee engagement, so that employees can easily do work from home and stay committed, satisfied, and motivated during this pandemic situation. How remote learning can help organizations keep employees engaged during lockdown Organizations cannot afford to put a hold on their employees’ capability building in these uncertain times. Return-to-Work Best Practices During the COVID-19 Pandemic. Employee engagement is very essential for all the organizations during this COVID‐19 pandemic situation. PCJ School of Management, Maharaja Agrasen University, Solan, Himachal Pradesh, India. Life during lockdown: Re-exploring experiences, behaviours and perceptions of risk during the COVID-19 outbreak in the UK Read the Participant Information Sheet v6.2 [pdf] Key info 6 ways HR can manage on-site employees during COVID-19 pandemic. To help reassure employees that they are valued members of a strong organization that will get through the crisis, it’s advisable to run a … 17 Ways to Boost Employee Morale During COVID-19 That Aren’t Happy Hours Lucy Leonard 04.27.20 It’s been close to two months since the World Health Organization declared the spread of the novel coronavirus an official pandemic. During this pandemic situation, organizations are evolving many engagement activities like online family engagement practices, virtual learning and development, online team building activities, webinars with industry experts, online conduct weekly alignment sessions, team meet‐ups over video conference for lunch, short online game sessions, virtual challenges and competitions, online courses, appreciation sessions, communication exercises, live sessions for new‐skill training, online counseling sessions, recognition and acknowledgment session, webinars dealing with anxiety and stress, providing online guidance for exercise and meditation, social interactions in a virtual office, classrooms training modules digitally, e‐learning modules, and many more creative learning sessions. Solicit employee feedback—ask employees to freely share information, both frustrations and ideas for developments in a productive way. Employees are feeling committed to the organization and stay motivated during this tough time of COVID‐19 pandemic. Schaufeli, Martinez, Pinto, Salanova, and Bakker (2002) develop the term job engagement and explained job engagement as a positive and a work‐related state of mind, and it is considered by strength, dedication, and absorption. To keep engagement high among employees, managers should provide effective feedback and direction to their subordinates from time to time. Best Practices for Remote Healthcare Work Amid COVID-19. Home » Guest Blogs from HR People » How to implement workplace initiatives which excite and drive employee engagement during lockdown and beyond Posted on Jul 31, 2020 The COVID-19 pandemic has turned the workplace on its head, with business owners, leaders and employees having to almost instantly revise and adjust their daily operations to fit in with the ‘new normal’ of working from … Basquille (2013) recommended that managers should be supported by the executive to provide development assistance, career support, and recognition. World Health Organization also provides some recommendations and advice for the public. Organizations have an opportunity to improve employee experience during the return phase of the COVID-19 crisis by shifting from a focus on meeting health and safety needs to a more nuanced approach that recognizes differences among the workforce. Others tips are: leaders have the responsibility for being role models during tough times, integrate employee feedback into your company culture, communicate clearly and consistently, support your managers, and keep motivation high with rewards and recognition. Effective 12:01 a.m. on December 26, 2020, Ontario will enter a provincewide lockdown during which most non-essential business must remain closed. Employee engagement link to financial performance comprising revenue growth, profit margins, shareholder return, and operating income is almost three times greater than organizations with disengaged personnel. Engaging employees has become very essential in today's pandemic situation due to COVID‐19. Characterised work engagement at navigating these bumps—or mountains—in the road that we today... Lockdown has caused huge disruption in the European region, it is very high at... An integrated model of employee engagement and productivity ways HR can manage on-site employees a! 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