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People who seek to, or who currently supervise, manage or lead others will find value in this course. The ongoing occurrence of catastrophic global and domestic events means that people are re-prioritising their lives. To this end, going to work and performing ‘meaningful work’ is expected by most employees. This means that cultivating employee engagement at work is a significant and challenging leadership priority. Employee engagement is a multi-dimensional experience that individual workers feel and enact, yet it is an experience that requires the organisation to set the foundations for this to occur. Researchers have found that engaged employees make a positive difference to organisational results. Creating an environment where a person finds meaning at work and positively applies themselves to task behaviours creates a greater connection to work, increases personal presence (both physical, cognitive and emotional) and enhances a person’s performance. In this course, students will review current knowledge related to employee engagement. You will be able interpret the different triggers and antecedents for engagement that will help them to suggest a range of employee engagement propositions to increase the engagement of the workforce.

In this intermediate course, you will learn about the different aspects of employee engagement theory and how much of the work laid down by leaders and human resource experts in the organisation can influence employee engagement. You will explore, for instance, the need for meaningful work, the contribution of the HR value chain, the importance of trust, psychological and cultural safety and risks such as job burnout. You will examine approaches to measuring employee engagement and recommend plans related to managing employee engagement. This course uses scenario based tasks, reflective and reflective thinking, and will engage you in planning communicating suggestions associated with building an engaged workforce.