If you are an HR manager, a People’s manager or basically anyone responsible for improving human engagement in your organisation then we are sure you would have googled this question pretty often with a gazillion articles popping up. While there are millions and millions of strategies that we can implement to keep our staff more engaged, we think that may be a slight change in perspective is all we need to make our strategies work.

A thing to remember is that employees are people, people who love to grow not as employees but as a person. Helping people in a business to be more engaged varies as every person works differently. If you have ever studied consumer socialisation, you may have come across a point by a scholar named Qvortop, who explored childhood and felt children should be called ‘human becomings’ rather than ‘human beings’ due to continuous development.

However even after childhood, people are still developing in all areas of their life at different paces. Therefore, why shouldn’t this be the case at work? If all of us as a race are constantly evolving and ‘becoming’ someone then why limit our growth and opportunities? Why stop our learning as human beings just because we are too busy just ‘being’?

At TPL Experiences, it is our constant endeavour to challenge conventional norms and develop innovative engagement and training to increase human engagement, not just with each other but with themselves too.

So here we are with our top five strategies that managers can potentially implement at their workplace-