Boosting business performance through employee engagement
Business Secretary, John Hutton, has announced a review to examine new ways to boost the performance of employees and improve British business success through employee engagement. The review will be led by David MacLeod, a leading expert on employee engagement, working with Nita Clarke, Director of the specialist workplace involvement body, the Involvement and Participation Association (IPA).
The review will make recommendations early in the New Year. It will consider whether, and how, government and employers can work together to help businesses maximise their potential and boost the economy through harnessing the full potential of employees. The terms of reference for the Review of Employee Engagement and Investment are:
- Â To identify and understand in practice how businesses improve productivity by engaging with and investing in their employees.
- Â To examine the benefits of employee engagement and investment in terms of UK competitiveness and productivity and the effect on individuals’ career progression.
- Â To identify whether there are barriers to businesses adopting good practice (including market failure and regulatory barriers), focussing particularly on any barriers affecting SMEs.
- Â To make recommendations to address any market failure, eliminate barriers and encourage wider adoption of good practice, in line with Better Regulation principles.
Â
John Hutton emphasised: Â “Employee engagement is not just a buzzword – it has a clear link to increased business success. Research shows clear correlation between engagement of employees and high profit margins.”
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
