Employee Engagement di Indonesia Pasca Pandemi

Nabila Hilmy Zhafira; Damrus; Yenny Ertika

doi:10.61579/future.v3i1.283

Authors

Nabila Hilmy Zhafira Fakultas Ekonomi, Universitas Teuku Umar, Indonesia
Damrus Fakultas Ekonomi, Universitas Teuku Umar, Indonesia
Yenny Ertika Fakultas Ekonomi, Universitas Teuku Umar, Indonesia

DOI:

https://doi.org/10.61579/future.v3i1.283

Keywords:

keterikatan karyawan, Indonesia, Pasca Pandemi

Abstract

Artikel ini mengamati kondisi keterikatan karyawan di Indonesia dalam beberapa tahun terakhir, terutama setelah pandemi. Juga menyoroti faktor-faktor yang memengaruhinya. Berdasarkan data dari berbagai sumber seperti Gallup dan Mercer, penelitian ini menunjukkan bahwa meskipun skor keterikatan karyawan di Indonesia cukup tinggi jika dibandingkan dengan rata-rata global, namun peningkatan yang signifikan terdeteksi dalam kategori yang dianggap not engaged. Data sekunder digunakan dalam penelitian deskriptif ini untuk menganalisis kondisi keterikatan karyawan serta beberapa faktor penting lainnya seperti budaya organisasi work-life balance dan perencanaan karir karyawan. Organisasi sebaiknya melakukan penyesuaian pendekatan untuk memenuhi kebutuhan karyawan multigenerasi, menjaga keseimbangan personal-pekerjaan, dan menunjukkan kepedulian pada kesehatan mental karyawan. Langkah-langkah ini diharapkan dapat meningkatkan keterikatan karyawan dan mendukung efektivitas organisasi.

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