Building a workforce that is highly engaged and eager to do their best is no easy feat. Ceridian’s CHRO Sara Hill shares seven ways you can help take your organization to the next level.   



Ceridian’s CHRO Shares 7 Keys to a More Engaged Workforce

Sara HillMaximizing employee retention and productivity requires more than just ensuring people show up to work and complete their required tasks each day. You have to build a workforce that is highly engaged and eager to do their best. 

Unfortunately, that’s easier said than done. More and more employees are shifting their mindset about the workplace and dissociating themselves from their employers. According to a recent report from Mercer, roughly a third of employees consider their employment to be a job, not a career – a temporary position to transition them before moving on. 

Engagement is a key value for any business, and it can be particularly challenging at year-end. CHRO Sara Hill shares seven ways you can help take your organization to the next level: And this is a big challenge.

Sara Hill, Chief HR Officer at Ceridian, says, “Engagement is never easy to achieve or to quantify, but you know it when you see it. Your goal is to have employees who are happy to show up each day, willing to work hard and are passionate about collaborating to achieve a common goal.” 

1)      Display strong leadership

The strength of a workforce always begins with the leadership behind it. To achieve engagement at a high level, your organization needs to have good people in charge. Hill says, “That doesn’t just mean leaders who are capable at their jobs – you need leaders who drive active engagement by being accessible, approachable and willing to help people improve.” 

2)      Encourage active communication

Communication around the workplace needs to occur regularly and should be both formal and informal. On a formal basis, every productive office should host large meetings and distribute comprehensive communications that detail important work matters. Strive to be transparent and empower employees to ask questions. Additionally, active communication also means encouraging employees to talk among themselves on a daily basis and learn healthy collaboration skills. 

3)      Develop a vibrant culture

A culture is more than just a group of people who work together. It also entails developing strong values that will guide the way your organization works. You should have ethical standards for how people will treat one another – not to mention, a strong commitment to openness, diversity and work-life balance. All of these elements are necessary for creating a vibrant culture. 

4)      Create teams that relate well


High-performing teams have high reliability, but what does that mean and how do you achieve it? Finding the balance between communication styles, core convictions and motivators is key. Equally important is the ability to assess individual qualities to understand how well employees relate to each other or within a team. Greater knowledge of each person’s communication style and convictions can help ensure teams are engaged, communicating more effectively and minimizing conflict. 

5)      Reward and recognize top performers

Even the most talented and capable employees sometimes have difficulty finding the motivation to perform their jobs at a high level. Luckily, leaders can help by offering rewards and recognition for people who do their jobs particularly well. Top management should get involved in this process by rewarding high-performing people and urging everyone to take part in a culture of excellence. It’s also important that rewards and recognition programs be tied to the organization’s corporate values. 

6)      Offer professional and personal growth

No one wants to stagnate in their careers, which is why the most engaged workplaces are often those who actively work with their employees to develop their personal and professional skills. Instituting management training or employee development programs, such as a formalized mentorship program, can help ensure that employees have the resources available to better themselves. 

7)      Define your vision and core values

In the long run, what is the goal of your organization? Beyond completing the everyday work, what major objective are you working toward? Individual employee goals should be tied to functional and overall organizational goals so that every individual understands how they can contribute to organizational success. Not only should you have a strong vision in mind, but you should communicate it well to the entire workforce and motivate everyone to help you achieve it. 

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