How Global Events Impact Employee Engagement Levels

In an interconnected world, global events have a way of rippling through organisations, impacting the morale and employee engagement levels. Whether it’s an economic downturn, a natural disaster, or a geopolitical conflict, these events can bring about uncertainty and stress that affect how employees feel about their work and their role within an organisation. Here, we’ll explore how global events can influence employee engagement and what organisations can do to counteract any negative effects.

How Global Events Affect Engagement Levels

It is worth noting that global or significant events can also serve as powerful opportunities to bring people together. When faced with external challenges, many employees feel a stronger sense of solidarity with their colleagues. The shared experience of navigating uncertainty can foster a sense of unity, resilience, and collective strength. For example, during the COVID-19 pandemic, many teams experienced a heightened sense of camaraderie as they worked together to overcome new obstacles. This collective spirit can increase engagement, as employees find motivation in supporting one another and contributing to a common cause.

However, global events can also create a shared sense of vulnerability. Economic crises may lead employees to worry about job security, while political instability might make them anxious about the future. Public health crises, like the COVID-19 pandemic, bring about heightened concerns for personal well-being and the well-being of loved ones. Even seemingly distant global occurrences can weigh on employees, particularly if they feel a personal connection or if these events are widely covered in the media.

All of this takes a toll on engagement levels. Employees may feel distracted, demotivated, or disconnected from their work. The sense of uncertainty can shift focus away from long-term goals to short-term survival. The impact on productivity, creativity, and even team cohesion and morale can be significant if these concerns aren’t addressed.

Strategies for Mitigating Drops in Engagement

Fortunately, if you start to see engagement levels dipping, there are several proactive strategies organisations can employ to help maintain or even boost engagement during challenging times:

1. Open and Transparent Communication: When the world feels uncertain, employees look to their leaders for reassurance. Keeping communication open and honest can go a long way in mitigating fears. Regular updates on the organisation’s stance, potential impacts, and any measures being taken can provide reassurance. It’s important to create opportunities for employees to ask questions and voice their concerns as well.
2. Empathy and Support: Global events often affect people on a personal level. Leaders who take time to acknowledge the emotional impact and demonstrate empathy can help employees feel understood. Providing access to support networks, such as employee assistance programmes or mental health resources, can help individuals navigate their emotions and maintain engagement.
3. Flexibility and Adaptability: Recognising that employees may need to adjust their schedules or workloads can make a big difference in maintaining engagement. Flexibility to work from home, take breaks when needed, or adjust deadlines helps employees balance their work with the external pressures they may be experiencing.
4. Reinforcing Purpose and Connection: During difficult times, it’s crucial to remind employees of the greater purpose behind their work. Reinforcing how their roles contribute to the success of the organisation or how the company is making a positive impact can help employees find meaning and stay engaged. Encouraging connection among team members through virtual or in-person social activities can also help keep spirits high.
5. Recognition and Appreciation: Recognising the efforts of employees during challenging periods can be highly motivating. Simple gestures of appreciation can go a long way in making employees feel valued, especially when they may be facing hardships outside of work.

Looking Ahead

While global events are beyond an organisation’s control, the way leadership responds can greatly influence how employees perceive the workplace. By prioritising transparency, empathy, flexibility, purpose, and recognition, organisations can help employees stay engaged, even in the face of uncertainty. In doing so, they foster a resilient organisational culture that can navigate global challenges together.

If your organisation is looking for support in navigating employee engagement during turbulent times, consider reaching out to learn more about how we can help you build a more connected and resilient workforce: info@surveyinitiative.co.uk.