Key staff need ‘Re- Engagement’ programmes to be ready for end of recession

Employee engagement is too broad and general.

Employee engagement has become the popular management concept of the recession. From the incentive, motivation and sales industry media to the HR, PR and internal communications sectors, everyone has their angle on it.

Now, I believe, employee engagement needs to be segmented to be more specific to the needs of target audiences.

For instance, there are many established top performers who have already been engaged, interested and involved with the company and their roles. However, due to the difficulties and frustrations of the recession, their drive and commitment to the organisation and job may have dwindled.

I believe that a “Re-engagement” programme, tailored to their needs, attitudes and status, would be far more appropriate to rekindle their fire and involvement. This is likely to be very different from a typical engagement scheme for the majority of younger, less experienced staff who may never yet have been fully engaged.

Re-engagement of key staff will be crucial to companies trying to generate business momentum as the recession ends and a period of growth begins. Companies that take a “one-size fits all” approach to employee engagement will not adequately address the needs of all their staff.

This is especially important at this time when reports suggest that over a third of workers in the UK are considering looking for new employment as soon as the economy begins to recover.


  1. Our home business was really affected by the Economic recession, we have to cut jobs just to cover up our losses. fortunately, we have already recovered. ,

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