Influencing Workforce Engagement Using "Ad Hoc" Team Huddles

Autor/in	Chrusciel, Donald
Titel	Influencing Workforce Engagement Using "Ad Hoc" Team Huddles
Quelle	In: Learning Organization, 30 (2023) 2, S.214-230 (17 Seiten)Infoseite zur Zeitschrift PDF als Volltext Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	0969-6474
DOI	10.1108/TLO-10-2022-0120
Schlagwörter	Measures (Individuals); Employee Attitudes; Work Attitudes; Voting; Organizational Learning; Intervention; Work Environment; Change Strategies; Utrecht Work Engagement Scale + Suchen Sie Ihr Suchwort? Messdaten; Arbeitnehmerinteresse; Work attitude; Arbeitshaltung; Abstimmung; Organisationslernen; Arbeitsmilieu; Lösungsstrategie
Abstract	Purpose: This paper aims to investigate the benefits of monitoring and enhancing engagement to impact the overall effectiveness and future success by using the combination of the Utrecht Work Engagement Scale along with a daily employee vote to trigger an appropriate "ad hoc" huddle that can be proactive in addressing any engagement issues. Design/methodology/approach: A fieldwork case study is used to examine engagement interventions based upon the use of a trigger (daily vote) and the overall impact is measured with the Utrecht Work Engagement Scale. Findings: All indications from this study are that the "ad hoc" gatherings triggered by the daily vote do have a favorable impact on workforce engagement. This effect was measured by doing a Utrecht Work Engagement Scale survey at the beginning of the pilot followed by another a year later. The results presented in this case appear to show that a learning organization can have an impact on the engagement culture of the workforce if desired. Research limitations/implications: Recognizing that the sample size is small, a longitudinal study of over a year was done to help mitigate the concerns of such a small sample size. The reader is cautioned about extrapolating these findings beyond this study without appropriate considerations. Practical implications: This research provides evidence which aided the organization during the changing times in using interventions, "ad hoc" gatherings to improve workforce engagement. These interventions are triggered by using a timely lagging indicator, a daily log which serves as a monitor of workforce engagement for the benefit of the organization and the employee. Originality/value: This study uses two methods to measure and track workforce engagement. The known Utrecht Work Engagement Scale is used to determine the impact of the "ad hoc" huddles and to determine whether this intervention has a favorable impact on workforce engagement. The use of these two methods helps to spark continued interest to not only monitor but also to help identify the interest in using a timely indicator to determine when an intervention may be warranted. (As Provided).
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Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2024/1/01