Mastering the three spheres of employee engagement with HR technology

Employee engagement is the lifeblood of any successful organisation. Engaged employees are proven to increase overall productivity by up to 14%. They are also often more loyal and contribute positively to company culture. Although engagement has been on an upward trajectory since the pandemic, only 23% of employees are ‘actively engaged’ at work. As HR professionals, maintaining employee engagement is crucial. Luckily, modern technology offers tools to help HR departments achieve this.

Employee engagement is complex: it can be caused by a variety of factors. But, there are a few key things HR professionals can focus on. In particular, this blog will focus on mastering the ‘three spheres’ of engagement: 

  • Bonds between management and employees
  • The connections between co-workers
  • Relationships with the organisation as a whole

Management and employees

The relationship between employees and their managers is a cornerstone of any successful business. Supportive and trusting management has a profound effect on the well-being and productivity of their employees. In fact, research has shown that a positive manager-employee relationship can make workers 3.4 times more engaged. So, what digital tools can HR professionals use to strengthen this bond?

Performance management systems

Modern performance management systems enable continuous feedback, goal setting, and performance reviews. These systems facilitate regular and constructive communication, allowing real-time feedback and recognition.

Data from Gallup shows that  80% of employees who received meaningful feedback within the past week are fully engaged in their work. So, finding ways to leverage technology and evaluate performance is important to fostering engagement.

Communication tools

Communication is the backbone of any working relationship. Although remote working has had some negative effects on communication, it has pushed technology forward to meet new needs.

HR technology provides tools like instant messaging, video conferencing, and collaboration platforms. These tools facilitate open and transparent communication. By enabling constant dialogue, managers can provide support and guidance whenever needed.

However, both managers and employees must be aware of communication boundaries. This might mean setting a message curfew or muting notifications on days off. This reduces the chance of people feeling stressed from being ‘always available’.

Connections among co-workers

The connections employees form with their colleagues are another essential element of engagement. A collaborative and supportive work environment fosters a sense of belonging and camaraderie, which is crucial for employee satisfaction and retention.

Collaboration platforms

A connected workforce is a productive one, and when employees feel productive, they are likely to feel more engaged with their roles. Platforms like Slack, Microsoft Teams and Trello enable seamless collaboration wherever staff are. These tools allow teams to work together efficiently, share information, and manage projects. By providing a virtual space for collaboration, technology builds strong relationships among co-workers.

Recognition and reward systems

Integrating recognition systems with HR technology can enhance peer-to-peer appreciation. Employees can acknowledge each other’s achievements and contributions through platforms designed for recognition. Surveys suggest that employees who feel recognised by their employer and peers are 2.5 times more likely to be happy at work. So, this approach boosts morale and strengthens the bonds among co-workers by creating a culture of mutual respect and appreciation. 

The employee’s relationship with the organisation

The third sphere is an employee’s relationship with the organisation as a whole. This encompasses their alignment with the company’s values, mission, and culture. When surveyed, nearly half (46%) of employees said they are considering leaving their current company due to a misalignment in values. But, when employees feel connected to the goals of their organisation, they are more likely to engage and feel pride in their work. HR technology can help nurture this relationship and ensure that employees feel a deep connection with the organisation.

Onboarding systems

A smooth and engaging onboarding process is crucial for integrating new hires into the company culture. Modern onboarding systems streamline the process by providing a structured and comprehensive introduction to the organisation, its values, and its practices. This initial positive experience can set the tone for a long-term, engaged relationship with the company.

Feedback tools

Regular use of surveys and feedback tools shows the organisation values its employees’ opinions. These tools allow HR to gauge employee sentiment and identify areas for improvement. However, it is important that feedback is acted on proactively. When employees see their feedback leading to tangible changes, their trust and engagement in the organisation grow.


Mastering the three spheres through HR technology requires a strategic approach. This means leveraging the right tools and platforms to support your staff. HR professionals can create a thriving and engaged workforce by enhancing the bond between employees and managers, fostering connections among co-workers, and nurturing the relationship between employees and the organisation, HR. The integration of HR technology both streamlines processes and builds a culture of continuous improvement, collaboration, and mutual respect. These initiatives will ultimately drive organisational success and positive change.

James Proctor image
Written by : James Proctor

James is our Chief Operating Officer, leading the service delivery and operations for Phase 3.

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