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6 Employee Engagement Strategies You Can Introduce Using an HRIS

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6_Employee_Engagement_Strategies_You_Can_Introduce_Using_an_HRISTwo of the most talked about topics among HR managers and business leaders alike are employee engagement and the adoption human resource information systems. You might not realize how closely linked these two topics are.

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An HRIS is an important tool to include in your employee engagement efforts. Here are just a few of the strategies you can implement using your HRIS.

1. Real-Time Feedback

How often do you provide feedback to your employees? If the answer is once or twice per year during performance reviews, you may want to rethink your strategy. Most surveys show today’s employees want more feedback.

The idea of providing real-time feedback may seem overwhelming, especially if your HR team is already busy. The system is designed to help by making it easier to communicate with employees. It can even supply automated messages.

Keep in mind feedback doesn’t always need to be pages or even paragraphs long. Sometimes, all an employee needs is a little more direction or a “great job!” This can boost their confidence in their work. If your employees feel good about the work they’re doing and they’re confident they’re doing the right things, they’ll become more productive and more engaged.

2. Recognition and Rewards

Tied to the idea of real-time feedback, the HRIS can make it easier to recognize employees for a job well done or their contributions to a team. It can also make it easier to implement a rewards program.

The system can help you implement a program where you and other employees can thank each other or recognize each other’s efforts. Giving a team member a quick shout-out for their efforts on a project can make them feel both valuable and appreciated.

Encourage your employees to praise each other and recognize each other often. Knowing your peers see your contributions and appreciate them goes a long way to improving both morale and employee engagement.

3. Employ Gamification Techniques

Using the HRIS can also make it easier to employ gamification techniques in your employee engagement strategy. Gamification works well with rewards and recognition programs. In essence, gamification uses game theory to engage your employees in their day-to-day work.

Game theory holds that activities become “fun” if there’s both risk and reward involved. Employees want to feel both challenged and accomplished, so gamifying tasks can satisfy these needs.

4. On-the-Go Learning

The HRIS may also support on-the-go learning for your employees. As most HR managers know, it can be difficult to get employees to engage in workplace learning, even when the information is important or will assist the employees in executing their duties.

On-the-go learning aims to change that. With this strategy, employees can engage in learning activities at their own pace on their own time. A self-service portal provided through the HRIS can offer different learning courses for employees to complete. In turn, they’ll enhance their skills and be more engaged.

5. Communicate across Platforms

The system can also assist you with communicating to employees in the most efficient way. Does one employee prefer messages on their mobile device while another is wedded to their email inbox?

You can ensure you get the message across to both of them using the system. Its ability to automate communication often extends to multiple platforms, making it a versatile communication method.

6. Metrics and Reporting

Once you’ve started using your software to implement employee engagement strategies, such as the ones listed here, be sure to measure the effectiveness of each strategy. The system can help you do this, so you can easily see what’s working and make suggestions for improvements.

Engaging employees has never been so simple. The HRIS is one of the most powerful tools you have.


Darwyne Lang

Darwyne Lang

Darwyne is the president and CEO of Apri Insurance Services Inc. Having worked in the industry for over 30 years, he lives the benefits business every day. He is a Chartered Life Underwriter (CLU). He understand the needs, costs, misconceptions, and effects on brand and culture, and the importance of benefits for employees. No matter what he’s doing, whether for work or pleasure, Darwyne competes at a very high level. He loves to lead and innovate in everything he does.

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