V-5 Model of Employee Engagement During COVID-19 and Post Lockdown

Abstract

COVID-19 has left the globe in a situation of despondency. Physical as well as the human resources (HR) of an organization were adversely affected during the lockdown. The corporate world is observing several corporate crises from the full or partial shutdown of businesses to layoffs, furloughs and resignations. HR managers are struggling to curb this renunciation of employees and grappling with reduced employee engagement. To keep employees highly motivated in this time of mayhem and maelstrom of the pandemic, HR managers need to revisit their employee engagement strategies with a new perspective. This article provides a ready reference list of variables to HR managers to enhance employee engagement level during COVID-19 and post lockdown. This article suggests five major elements of employee engagement, namely—value, voice, variety, virtue and vision. These logical elements of employee engagement are identified after an exhaustive review of the literature. Appropriate variables for each element support author’s perspective. Though neither these elements nor the variables are exhaustive, yet they hold utmost relevance to enhance employee engagement in the time of the global pandemic.

Employee Engagement and Wellbeing in Times of COVID-19: A Proposal of the 5Cs Model

“…The health crisis caused by COVID-19 is creating considerable uncertainty among workers. Moreover, many organizations started de-prioritizing employees' psychological needs owing to serve business losses due to lockdown [15], which is compromising their employee engagement and wellbeing. However, the achievement of both the organizational agility and the resilience required for corporate health in times of the pandemic requires employees to be both skillful and resilient, whereby their engagement is essential [15,16].…”

“…Aside from [15] recent study, little is known about how to address engagement to achieve wellbeing in the current pandemic environment. While [15] provided a general overview of what an engagement environment should be, this article focuses on specific areas that companies can act on to achieve employee engagement.…”

“…Aside from [15] recent study, little is known about how to address engagement to achieve wellbeing in the current pandemic environment. While [15] provided a general overview of what an engagement environment should be, this article focuses on specific areas that companies can act on to achieve employee engagement. Thus, in light of this unprecedented situation that affects workers of all the industries worldwide, this study examines the main drivers of employee engagement under the current health context.…”

Covid-19 Dönemi̇ Uzaktan Çalişmanin İş Ve Özel Yaşama Yansimalari Üzeri̇ne Bi̇r Değerlendi̇rme

“…COVID-19 dönemi, farklı sektörde çalışan birçok insan için zorlu bir süreç olmuş ve olmaktadır. Ülkelerin sağlık sistemlerinde yaşanan zorlukların yanı sıra, ekonomik olarak küçülmelere giden ve kapanan işletmeler, işten çıkarmalar, izinler, istifalar, çalışanların işe ve iş yerine bağlılığının azalması artmış ve çalışanlar olumsuz etkilenmiştir (Kumar, 2021).…”

Enterprises' perception and practice of humane entrepreneurship

“…The ongoing changes in the environment force enterprises to look for new solutions, which are often associated with changing employees' needs to improve competencies, change their attitudes, implement new forms of motivation, and many others (Aguinis et al , 2020). Additionally, the current situation may further affect the level of employee engagement (Chanana, 2020; Kumar, 2021), which as Kim et al (2021) point out, is a significant problem for many economies.…”