Employee Engagement Strategies: Common Roadblocks

Most of the team leaders I speak with recognize the value of implementing employee engagement strategies. After all, the benefits of employee engagement are well-documented; they include:

● Greater creativity and collaboration

● Higher standards of productivity

● Less turnover, and fewer turnover costs

● Higher employee satisfaction, which spills over into improved customer service

But if most team leaders see the value in employee engagement, that doesn’t necessarily mean they all implement employee engagement strategies. Simply put, adopting a formal approach to employee engagement can be easier said than done. Often, team leaders (and HR managers) have major roadblocks in their way.

For today’s post, I thought it would be valuable to take a look at some of the most common roadblocks. My hope is that this list will help you identify and troubleshoot some of the issues standing between you and a really effective, robust employee engagement approach.

Common Hindrances to Employee Engagement Strategies

Some of the most common employee engagement hurdles include:

Lack of buy-in among key stakeholders