(Solution) 5C003 Discuss (two) strategies for designing and ensuring inclusive people practices. (AC 2.2)

Solution

Lack of employees Engagement

Lack of employee engagement refers to when workers feel disconnected from their work and organization as reported by Vantage Circle HR (2023). They are neither emotionally attached nor cognitively vigilant in their roles. Disengaged staff are less motivated, put in minimum effort, and are less productive. They may miss deadlines, make more mistakes and have higher absenteeism rates. Ultimately, a disengaged workforce can negatively impact business performance, profitability and success.

Initiative

The organisation introduced anonymous bi-annual engagement surveys and focus groups to give employees a voice. The engagement surveys allow anonymous feedback directly to HR on a bi-annual basis to check pulse without fear of identification (Kailash, 2023). Focus groups confidentially gather ideas to address issues raised in the surveys from open discussion between employees and managers. They could confidentially provide feedback andideas to leadership on how to improve engagement. Employees felt heard and issues like better communication, recognition and flexibility were subsequently addressed, helping boost overall morale and connection to the organisation.

Ways of Implementing the initiative inclusively

The initiative ensured all employee levels, departments, locations and demographics had opportunities to provide input. Staff were informed through multiple channels and encouraged to participate in surveys and focus groups, either in-person or virtually. Managers played a key role in communicating the initiative’s goals and addressing any concerns their direct reports had. Cross-functional committees analysed feedback and tested solution ideas with representative sample groups before suggesting final recommendations for leadership approval and adoption.

Ways to check initiative

initiative’s effectiveness in engaging and meeting employees’ needs could be checked through:

• Repeat the survey after 6 months to gauge changes in engagement scores. If participation rates remain high and satisfaction indicators like communication, workload and recognition increase compared to previous results, it suggests the adopted solutions are having a positive impact.

Track key performance indicators like turnover, absenteeism and productivity levels before and after. A reduction in disengagement signs would demonstrate higher morale and commitment from staff as a result of their input being incorporated into meaningful workplace improvements and policy changes (Swift, 2024).

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