绩效与文化 • 10 分钟阅读
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.
从数据开始
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.
先修复经理层
由于经理质量是团队敬业度的单一最大驱动因素，提升经理质量是 HR 能采取的最高杠杆行动。这意味着为管理岗位选择合适的人选（而不只是提拔最优秀的个人贡献者），为新经理提供结构化入职，持续通过辅导和同伴学习进行发展，并通过绩效目标让经理对团队敬业度负责。一个把团队敬业度得分从最低四分位提升到上半区的经理，其影响力超过任何福利项目。
把认可融入工作节奏
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.
创建可见的职业路径
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.
