Keeping the Spark Alive: How to Sustain Engagement in the Long Run
What are the key elements of building a connected and engaged workforce?
- On: September 3, 2024
Fatima Mirza
Head of HR MEA/HR Business Partner EMEA
Evonik
1. What strategies do you use to maintain high levels of employee engagement over time, beyond the initial excitement of new initiatives?
To sustain employee engagement, we focus on continuous dialogue and actively listening to feedback. We regularly recognise and reward employees’ efforts and contributions. We also emphasise personal and professional growth through ongoing development opportunities. Importantly, we strive to maintain a positive and inclusive workplace culture. The effectiveness of these strategies is something I look forward to discussing in more depth at the upcoming 15th HR MENA Summit where I’ll elaborate on our newly developed employee engagement programme.
2. How do you leverage HR technology to improve efficiency and enhance employee experience?
Oh, absolutely, I’m glad you asked. We lean heavily on HR technology to make things run smoother and keep our team happy. For starters, we automate what we can. This means all the routine stuff, like managing time-off requests and handling payroll, is done with a few clicks, which saves everyone time and headaches.
Then, there’s the employee self-service aspect. Our team loves this because they can jump onto their own profiles and take care of personal details or benefits issues without having to wait in line at HR.
We also dive into the data side of things. By really getting into the analytics, we can spot trends, see where we can improve, and make smarter decisions about everything from hiring to retaining our best people.
And let’s not forget learning—this is big for us. We’ve got this digital learning online platform where employees can grab new skills on their own time, which they really appreciate because it helps them grow.
Lastly, we always keep the lines open for feedback, using tech tools that let employees speak their minds freely and often. Then, we actually use that input to make changes, showing them that their voice matters.
So yeah, it’s all about making their work life simpler, more engaging, and giving them the support they need to do great things.
3. What strategies do you use to foster positive employee relations and resolve conflicts effectively?
When it comes to building positive employee relations, it’s all about staying connected with the team. I make it a point to regularly check in, chat with them informally, and see how they’re doing, both at work and in general. It’s about creating that friendly, open-door vibe where everyone feels comfortable coming to talk if there’s an issue.
For conflicts, my go-to strategy is to listen first. I get everyone involved to share their side, in their own words. It’s important they know they’re being heard. Then, we talk it through together, aiming for a solution that works for everyone. It’s a bit like being a mediator—keeping the peace but also making sure we move forward in a way that strengthens the team, not just putting a band-aid on the problem.
Stay ahead in the dynamic world of HR with insights into the latest trends and strategies for sustaining employee engagement with Fatima’s informative case study: “Employees Engagement Programme “Impact Zeal”.
Join our 15th Annual Strategic HR MENA Summit, 12 – 13 November 2024, Dubai!
Short Speaker BIO:
Fatima Mirza is a distinguished senior HR leader with a rich tapestry of over 20 years of multinational experience, currently crafting the strategic HR landscape at Evonik Gulf in Dubai. Fatima is celebrated for her strategic and visionary prowess in aligning human capital initiatives with core business imperatives, thriving in dynamic environments, propelling organisational growth, enhancing team dynamics, and fortifying employee loyalty.
Her adept leadership has been instrumental across the EMEA region, where her commitment to diversity and the cultivation of inclusive workplaces stands central to realising the full potential of her team. Fatima’s cultural sophistication is deep and varied, and she is proficient in English, Azeri, Russian, and Turkish, and a beginner in German—skills that allow her to nurture a work culture enriched by diversity, thereby achieving exceptional business outcomes.
As a global authority on Diversity and Inclusion, Fatima ardently supports the cause through her engagement as a speaker at numerous regional and international platforms. Her educational background is solidified with an MBA in General Management from Georgia State University (USA) and a commendable postgraduate diploma in HR Management from Nottingham Trent University, UK, via the Chartered Institute of Personnel Development (CIPD).
Further embellishing her extensive career are her roles at prominent multinational corporations, including BP, KBR, and Bechtel International, where Fatima directly contributed to refining the HR operations. With her strategic support, business partnering, and executive coaching extending to senior leaders in multiple geographies, Fatima’s leadership at Evonik Gulf is not just about steering HR functions but setting the benchmark for HR excellence globally.
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