Aimee O'Leary
Written by
Aimee O'Leary

This snippet is part of our Ebook The great Employee Engagement Divide – Engaging Frontline Workers.  Advice and suggestions from our Top 101 influencers. You can download the full eBook with all the advice here.


Russell Robinson, Founder, Amplified Research

How to Shrink the Employee Engagement Divide?

This is a very good question. Over the past 20+ months, work dynamics have shifted. It is not surprising that frontline and remote workers have different levels of engagement. But I think it is wrong to make decisions based on this data alone.

The first thing leaders can do is create a voice culture to understand the reasons for the difference in the engagement experiences of frontline works is do a deeper dive to understand WHY this is the case. Surveys should not be viewed as the decision-maker, but the start of the conversation, the voice journey. We can all make assumptions.

For example, in a hospital, I would assume the employee experience of a frontline worker may be different than administrative remote workers. With a voice culture, I can connect with frontline workers, via pulse surveys or focus groups, to gather more information to have informed conversations.

These conversations can lead to actions that will be meaningful and impactful to frontline workers. Additionally, the risks of resistance will be diminished. In the end, the work experience of frontline workers will improve which will have a positive impact on all organizational outcomes.


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