성과 및 문화 • 10 최소 읽기 시간
How to Increase Employee Engagement: A Practical Guide
MAY 25, 2026
Improving engagement is not about adding perks. It is about creating the conditions where people can do their best work and feel valued for it.
데이터부터 시작하기
Before launching any engagement initiative, understand your current state through employee surveys, exit interviews, and focus groups. Identify the specific drivers that are weakest in your organisation. Engagement improvement programmes that are based on assumptions rather than data often invest heavily in the wrong areas, for example adding a wellbeing app when the real issue is management quality or career development. The data tells you where to focus.
먼저 관리자 계층을 개선하십시오
관리자 품질이 팀 참여도의 단일 최대 동인인 만큼, 이를 개선하는 것이 HR이 취할 수 있는 가장 효과적인 조치입니다. 이는 관리 역할에 적합한 사람을 선발하는 것(가장 뛰어난 개인 기여자를 단순히 승진시키는 것이 아니라), 신규 관리자를 위한 구조화된 온보딩 제공, 코칭과 동료 학습을 통한 지속적 개발 제공, 그리고 성과 목표를 통해 팀의 참여도에 대한 관리자 책임 부여를 의미합니다. 팀 참여도 점수를 하위 사분위에서 상위 절반으로 끌어올린 관리자는 어떤 복지 프로그램보다도 더 큰 영향을 미칩니다.
인정 문화를 업무의 리듬에 내재화하기
Recognition does not require a formal programme. The most impactful recognition is timely, specific, and personal: a message from a manager acknowledging a specific piece of work, a mention in a team meeting, a thank-you note. Formal recognition programmes (employee of the month, annual awards) are less effective because they are infrequent and often feel political. Train managers to give specific recognition regularly, and measure whether employees feel recognised in your engagement surveys.
눈에 보이는 경력 경로 만들기
One of the most consistent predictors of disengagement is the feeling that there is no future for you in your organisation. Building visible career pathways, whether vertical progression or lateral moves into different functions, gives employees a reason to invest in the relationship. This requires a job architecture that describes career stages clearly, regular conversations about development goals, and a commitment to filling roles internally before going to market wherever possible.
