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Workplace Health & Safety

Ways to improve employee engagement

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Employees are a company’s most important asset. However, that is only true when the majority of the workforce is fully engaged in their work.

With the COVID-19 pandemic, most businesses are now working remotely, with employees working from home. It is now more challenging than ever to keep employees engaged.

As we start planning ahead for 2021, this is a timely opportunity for organisations to consider incorporating the following into their plan to boost employee engagement:


  1. Communication

    Communication is one of the key areas of employee engagement. Employee engagement often suffers when people don’t know what is happening at their company. This can relate to anything from new hires, to growth plans, to project updates. Communicate frequently with your employees to ensure that they are involved and updated on the company’s goals.

    Companies can also consider organising quarterly town halls (virtual or live) to keep employees updated on the business. On a personal level, managers should hold regular conversations with their team members, both individually or as a team, to find out if they have any concerns, if they need any support or are facing any challenges.

    It is also recommended to conduct employee pulse check survey to solicit feedback. Questions asked should be specific, time relevant and addresses any hypothesis you may have. Don’t forget to communicate the results or any post-survey action plans to let employees know that you value and have taken into consideration their feedback.

  2. Career development

    Having a robust career development programme in place can help organisations and its employees adapt to the changing nature of work and types of jobs, as well as in the management of manpower requirements. Besides talent retention, this also entails ensuring that employees at all levels have career resilience, by being equipped with skills that are aligned with the long-term business strategy.

    Employees usually value new challenges and opportunities to stay engaged in their work, grow their skills, and advance in their experience. With the COVID-19 pandemic, employees have had to adjust quickly to new work demands, learn and apply new skills in a short period of time, manage reduced workplace interactions or cope with job security concerns. Nurture a growth-based culture by investing in your employees and providing proper training support. When you focus on personal development, your employees will in turn be more motivated, equipped and engaged to take on new challenges and roles within the business.

  3. Senior Leadership

    Managers, more than anyone else, have the biggest impact on their team’s morale and experience in the company. This means that they are the key drivers of your employee engagement strategy. Effective managers ensure that they acquire and develop talent, and understand that their success and the organisation’s are dependent on their employees' achievements.

    To leverage on this, the leadership team should ensure that they are training and empowering managers to take an active role when engaging their employees. Managers should also be provided with the technology and tools that they need to ensure that they continuously focus on emotionally engaging their employees.


Care programme

Improve employee engagement by revamping your benefits, and offering something different for your employees. Care Programme provides a range of individual insurance solutions to employees of our corporate clients (employers) through worksite marketing. With Care Programme, employers can now provide additional benefits to their employees at no cost. Your employees will have the option to get additional coverage to complement their corporate insurance, to protect themselves and their dependents against unforeseen events.

Contact us at to find out more about the Care Programme.


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Disclaimer - All contents of this article are intended for general information/guidance purposes only and not intended to be an offer or solicitation of insurance products or personal advice or a recommendation to any individual or business of any product or service. This article should not be relied on for legal advice or policy coverage and cannot be viewed as a substitute to obtaining proper legal or other professional advice, or for reading the policy documents. You should read the policy documents to determine whether any of the insurance product(s) discussed are right for you or your business, noting different limits, exclusions, terms and conditions apply in each country or territory, and not all cover is available in all countries or territories.

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