{"id":7345,"date":"2021-09-14T16:02:36","date_gmt":"2021-09-14T14:02:36","guid":{"rendered":"https:\/\/teamdeck.io\/?p=7345"},"modified":"2022-09-05T21:15:56","modified_gmt":"2022-09-05T19:15:56","slug":"5-ways-to-increase-employee-engagement","status":"publish","type":"post","link":"https:\/\/teamdeck.io\/et\/meeskonna-onnelikkus\/5-voimalust-tootajate-kaasatuse-suurendamiseks\/","title":{"rendered":"Kuidas suurendada t\u00f6\u00f6tajate p\u00fchendumist - 5 n\u00f5uannet"},"content":{"rendered":"<p><strong>Kui te m\u00f5tlete, kuidas parandada oma ettev\u00f5tte eduv\u00f5imalusi, ei tule t\u00f5en\u00e4oliselt esimesena meelde t\u00f6\u00f6tajate kaasamine. Esialgu keskendute pigem sellistele aspektidele nagu tulemuslikkus, motivatsioon ja oskuste arendamine. L\u00f5ppude l\u00f5puks on need asjad need, mis m\u00e4\u00e4ravad teie ettev\u00f5tte jaoks k\u00e4egakatsutava kasu, eks? Noh, mis siis, kui ma \u00fctleksin teile, et <a href=\"https:\/\/news.gallup.com\/poll\/241649\/employee-engagement-rise.aspx\">v\u00e4ga p\u00fchendunud t\u00f6\u00f6taja suurendab kasumlikkust 21% v\u00f5rra<\/a><\/strong> ja te ei vaja <a href=\"https:\/\/teamdeck.io\/et\/projektijuhtimine\/tootajate-haldamise-tarkvara-ja-nouanded\/\" target=\"_blank\" rel=\"noreferrer noopener\">t\u00f6\u00f6tajate juhtimiss\u00fcsteem<\/a> selliste tulemuste kogumiseks?<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Mis on t\u00f6\u00f6tajate kaasamine ja miks on see oluline?<\/strong><\/h2>\n\n\n\n<p><b>T\u00f6\u00f6tajate p\u00fchendumust v\u00f5ib m\u00e4\u00e4ratleda kui inimese p\u00fchendumise, sideme ja sidemete taset ettev\u00f5ttega, kus ta t\u00f6\u00f6tab.<\/b><span style=\"font-weight: 400;\"> Vananenud ettev\u00f5tte juhtimismudelis p\u00f6\u00f6rati t\u00f6\u00f6tajate kaasamisele v\u00e4he t\u00e4helepanu. Lojaalsuse aluseks oli regulaarne palk ja mitte midagi muud. T\u00e4nap\u00e4eval on selge, et ettev\u00f5te, millega t\u00f6\u00f6tajad tunnevad end seotuna, on midagi enamat kui pelgalt rahaallikas. Kaasaegses t\u00f6\u00f6kohas on p\u00fchendumine, areng ja rahulolu k\u00f5ige olulisemad tegurid, mis m\u00e4\u00e4ravad t\u00f6\u00f6taja ja t\u00f6\u00f6andja vahelise suhte.&nbsp;<\/span><\/p>\n\n\n\n<p><b>T\u00f6\u00f6tajate kaasamine:<\/b><\/p>\n\n\n\n<ul class=\"wp-block-list\"><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">suurendab tootlikkust ja motivatsiooni,<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">v\u00e4hendab k\u00e4ivet,<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">suurendab t\u00f6\u00f6ga rahulolu,<\/span><\/li><li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">parandab atmosf\u00e4\u00e4ri ettev\u00f5ttes.<\/span><\/li><\/ul>\n\n\n\n<p><span style=\"font-weight: 400;\">Vaatamata sellele positiivsele m\u00f5jule on hinnanguliselt <\/span><a href=\"https:\/\/www.gallup.com\/workplace\/321965\/employee-engagement-reverts-back-pre-covid-levels.aspx\"><span style=\"font-weight: 400;\">ainult 36% t\u00f6\u00f6tajatest tunnevad end t\u00f6\u00f6l h\u00f5ivatudena<\/span><\/a><span style=\"font-weight: 400;\">. Ja kui nii... kas ei tundu, et t\u00f6\u00f6tajate kaasatuse suurendamine teie ettev\u00f5ttes on ideaalne v\u00f5imalus konkurentsieelise saavutamiseks? See k\u00fcsimus on muidugi retooriline, nii et keskendume hoopis sellele, kuidas seda teha.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>T\u00f6\u00f6taja t\u00e4htsuse roll t\u00f6\u00f6tajate kaasamisel<\/strong><\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">Kujutage ette olukorda, kus te pingutate k\u00f5vasti, kuid seda ei m\u00e4rgata ja see ei too teile mingit kasu. Milline oleks teie reaktsioon? <\/span><b>T\u00f5en\u00e4oliselt l\u00f5petad sa proovimise.<\/b><span style=\"font-weight: 400;\"> See on n\u00e4ide klassikalisest konditsioneerimisest - kui meie k\u00e4itumine ei toimi, siis muudame seda. See p\u00f5him\u00f5te on kohaldatav ka t\u00f6\u00f6kohal. Kui meeskond on motiveeritud, p\u00fc\u00fcab anda endast parima, kuid ettev\u00f5te ei anna neile selle eest \"tasu\", vaid hakkab hoopis rohkem ja rohkem n\u00f5udma - p\u00fchendumus langeb. <\/span><b>Seega veenduge, et teie t\u00f6\u00f6tajad tunnevad end olulisena.&nbsp;<\/b><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Korraldage korrap\u00e4raseid (n\u00e4iteks igakuiseid) ettev\u00f5tte koosolekuid, kus iga osakond v\u00f5i meeskond saab oma saavutusi tutvustada. <\/span><b>R\u00f5hutage meeskonna h\u00e4id tulemusi, aga ka individuaalseid \u00f5nnestumisi - see on v\u00e4ga oluline iga t\u00f6\u00f6taja isikliku tunnustuse jaoks.<\/b><span style=\"font-weight: 400;\"> V\u00f5ite kasutada ka e-posti v\u00f5i Slacki kanalit, et anda kogu ettev\u00f5ttele regulaarselt teada, et keegi on teinud head t\u00f6\u00f6d. \u00c4rge unustage, et piirduksite ainult juhtide, vanemate ja kauaaegsete t\u00f6\u00f6tajatega. <\/span><b>Praktikantide ja nooremt\u00f6\u00f6tajate puhul on v\u00e4ga oluline kinnitada, et olete nende t\u00f6\u00f6ga rahul.<\/b><span style=\"font-weight: 400;\"> Kolleegide ja \u00fclemuste heakskiit tugevdab nende p\u00fchendumust, mis on karj\u00e4\u00e4ri selles etapis sageli v\u00e4ga k\u00f5rge.&nbsp;<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400;\"><em>M\u00f5nikord on raske meenutada k\u00f5iki olulisi asju, mis on teie ettev\u00f5ttes juhtunud...<\/em><\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">...kuid t\u00f6\u00f6tajad m\u00e4letavad neid. Selleks, et mitte kedagi vahele j\u00e4tta, kasutage t\u00f6\u00f6 j\u00e4lgimise ja haldamise vahendeid (n\u00e4iteks <a href=\"https:\/\/teamdeck.io\/et\/\" target=\"_blank\" rel=\"noreferrer noopener\">ressursside haldamise tarkvara<\/a>). <\/span><b>Regulaarselt genereeritud \u00fclesanded ja t\u00f6\u00f6ajaaruanded<\/b><span style=\"font-weight: 400;\"> tagab, et te n\u00e4ete alati t\u00e4pselt, millised olulised projektid on l\u00f5petatud ja kes on neile kaasa aidanud. See paneb k\u00f5iki end oluliseks tundma.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Et n\u00e4idata oma t\u00f6\u00f6tajatele, et nende rahulolu on teile oluline, investeerige ka nende arengusse. <\/span><b>Arendage oma inimeste p\u00e4devusi ja oskusi, korraldage huvitavaid kursusi ja koolitusi ning <\/b><span style=\"font-weight: 400;\">r\u00e4\u00e4givad regulaarselt sellest, mida nad ootavad ja kuidas nad kujutavad ette oma tulevast karj\u00e4\u00e4ri<\/span><b> teie ettev\u00f5ttes.<\/b><span style=\"font-weight: 400;\"> <a href=\"https:\/\/www.coachhub.com\/performance-and-talent\/\" target=\"_blank\" rel=\"noreferrer noopener\">T\u00f6\u00f6tajate areng<\/a> on v\u00e4ga abiks kaasatuse, ettev\u00f5tte suhtes lojaalsuse ja tootlikkuse suurendamisel. Kirjutasime sellest l\u00e4hemalt dokumendis <\/span><a href=\"https:\/\/teamdeck.io\/et\/meeskonna-onnelikkus\/tootajate-arendamine-tarkvaramaja-juures-kuidas\/\"><span style=\"font-weight: 400;\">see artikkel<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Ah, ja \u00e4rgem unustagem boonuseid. Loomulikult ei ole raha k\u00f5ik, kuid hea s\u00f5na ja ametialane rahulolu ei maksa \u00fc\u00fcri. <\/span><b>\u00c4rge oodake, kuni hea t\u00f6\u00f6taja tuleb ise palgak\u00f5rgenduse saamiseks v\u00f5i \u00e4hvardab vallandamisega, et saada rahalist tunnustust oma t\u00f6\u00f6 eest.<\/b><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400;\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-7352\" src=\"https:\/\/cdn.teamdeck.io\/uploads\/website\/2021\/09\/17161910\/pexels-andrea-piacquadio-3761509.jpg\" alt=\"\" width=\"1920\" height=\"1440\"><\/span><\/h2>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>2. Tehke t\u00f6\u00f6tajatest br\u00e4ndi saadikud<\/strong> suurendada t\u00f6\u00f6tajate p\u00fchendumust<\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">On igav ja ebaautentne, kui ettev\u00f5tte ainus n\u00e4gu on tegevjuht.<\/span><b> Tehke oma t\u00f6\u00f6tajad oma ekspertideks, k\u00f5nelejateks, esindajateks ja tsitaatide ja intervjuude autoriteks.<\/b><span style=\"font-weight: 400;\">. Kui nad on n\u00e4htav osa sellest, mida ettev\u00f5te teeb, siis on neil suurem t\u00f5en\u00e4osus sellega hoobelda. <\/span><b>Ettev\u00f5tte edu ei seisne ainult kaubam\u00e4rgi, vaid ka nende endi edu taga.<\/b><span style=\"font-weight: 400;\"> On hea m\u00f5te kasutada oma meeskonna potentsiaali sotsiaalmeedias. <\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Kuigi v\u00f5ite kasutada professionaalset <a href=\"https:\/\/www.brandcrowd.com\/blog\/raise-awareness-for-autism-with-these-25-logos\/\" target=\"_blank\" rel=\"noopener\">logo tegija<\/a> v\u00f5i palgata t\u00f6\u00f6tajate br\u00e4ndistrateeg, on siiski oluline t\u00f6\u00f6tada ka oma t\u00f6\u00f6tajate isikliku br\u00e4ndi kujundamise kallal. Tutvustage oma inimesi, r\u00e4\u00e4kige nende huvidest ja saavutustest, mitte ainult ametialastest, vaid ka kirgedest ja huvitavatest asjadest, millega nad tegelevad. V\u00f5i veel parem, andke neile h\u00e4\u00e4l ja laske neil end videos v\u00f5i postitustes tutvustada.&nbsp;<\/span><\/p>\n\n\n\n<p><b>Kui soovite teha ebatavalist projekti, selle asemel et kohe allt\u00f6\u00f6v\u00f5tjaid palgata, avastage oma t\u00f6\u00f6tajate potentsiaal<\/b><span style=\"font-weight: 400;\">. Kui soovite salvestada koolituspodcasti, siis selle asemel, et palgata h\u00e4\u00e4lek\u00f5rvaldaja, leidke oma meeskonnast keegi, kellel on suurep\u00e4rane h\u00e4\u00e4l ja energia. Kui <a href=\"https:\/\/clipchamp.com\/en\/promo-video\/\" target=\"_blank\" rel=\"noreferrer noopener\">reklaamvideo tegemine<\/a>, vaadake, kas teie ettev\u00f5ttes on m\u00f5ni andekas filmitegija ja muusik, kelle v\u00f5iksite kaasata. <\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Selle asemel, et kasutada arhiivifotosid, tehke oma t\u00f6\u00f6tajatest pildistamine, et nad oleksid klientide esitluste ja sotsiaalmeediapostituste kangelased. Olge oma meeskonna \u00fcle uhke, n\u00e4idake, et teie ettev\u00f5ttes t\u00f6\u00f6tavad superinimesed, ja v\u00f5ite olla kindel, et nende p\u00fchendumus suureneb.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>3. Te ju teate, kui oluline on meeskonnat\u00f6\u00f6, eks ole? T\u00f6\u00f6tajate kaasamine = l\u00e4henemine<\/strong><\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">Organisatsioonis t\u00f6\u00f6tamine ei t\u00e4henda ainult seda, et oled osa mingist m\u00fcstilisest \u00fcksusest nagu \"br\u00e4nd\". <\/span><b>See t\u00e4hendab, et sa oled osa lahedatest inimestest.<\/b><span style=\"font-weight: 400;\"> Iga\u00fcks soovib, et tema kolleegid meeldiksid ja et ta tunneks end nende seltskonnas h\u00e4sti. See on see, mis loob \u00fchtekuuluvustunde.&nbsp;<\/span><\/p>\n\n\n\n<p><b>Me tunneme rohkem s\u00fcmpaatiat inimeste suhtes, kellega meil on midagi \u00fchist.<\/b><span style=\"font-weight: 400;\"> Samuti meeldivad meile asjad, mis \u00fchendavad meid lahedate inimestega. N\u00e4iteks superettev\u00f5te, kus me k\u00f5ik t\u00f6\u00f6tame. P\u00fc\u00fcdke luua l\u00e4hedane ja toetav meeskond, mis on teie t\u00f6\u00f6tajatele oluline. See paneb neid lihtsalt rohkem meeldima teie organisatsioonis t\u00f6\u00f6tamine, sest see m\u00e4ngib nende jaoks ka sotsiaalset rolli. See m\u00f5jub v\u00e4ga positiivselt t\u00f6\u00f6tajate p\u00fchendumusele ja tugevdab \u00fchtekuuluvustunnet.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400;\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-7419 size-full\" src=\"https:\/\/cdn.teamdeck.io\/uploads\/website\/2021\/09\/17161909\/pexels-helena-lopes-4453153.jpeg\" alt=\"\" width=\"2500\" height=\"1667\"><\/span><\/h2>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>4. omada head PR-i&nbsp;<\/strong><\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">Kujutage ette, et te alustate t\u00f6\u00f6d <a href=\"https:\/\/www.businessnamegenerator.net\">uus ettev\u00f5te<\/a>. See on p\u00e4ris lahe, inimesed on toredad, raha on hea. T\u00f6\u00f6stuskaaslased kuulevad, et sa oled t\u00f6\u00f6kohta vahetanud, ja k\u00fcsivad, mis see koht on. Sa mainid nime ja \u00e4kki n\u00e4ed, kuidas nende n\u00e4od muutuvad, kui selgub, et nad ei ole selle firma kohta v\u00e4ga head kuulnud, et nende s\u00f5ber t\u00f6\u00f6tas seal ja \u00fctles, et firmal pole lootust areneda, projektid on halvasti hinnatud, puhkust on raske saada, t\u00f6\u00f6d on palju ja spetsialistidest on puudus. Sarnane arvamus esineb veel paar korda, ka endistelt klientidelt, kes ei olnud rahul teenuse kvaliteediga.<\/span><\/p>\n\n\n\n<p><b>On suur t\u00f5en\u00e4osus, et sellises olukorras hakkate kahtlema oma t\u00f6\u00f6kohavalikus. <\/b><span style=\"font-weight: 400;\">Vead hakkaksid teile selgemalt tunduma, te n\u00e4eksite k\u00f5ikjal murettekitavaid signaale ja isegi kui te isiklikult rahul olete, hakkate aeglaselt m\u00f5tlema muutustele ning teie p\u00fchendumus t\u00f6\u00f6le ja motivatsioon langeks.<\/span><\/p>\n\n\n\n<p><b>T\u00f6\u00f6stusmaailm on v\u00e4ike ja m\u00f5nikord v\u00f5ib t\u00f6\u00f6tamine halva mainega ettev\u00f5ttes teha kellegi CV-le rohkem kahju kui kasu.<\/b><span style=\"font-weight: 400;\"> Seet\u00f5ttu on hea PR v\u00e4ga oluline, et suurendada t\u00f6\u00f6tajate p\u00fchendumust. T\u00f6\u00f6tamine turul tunnustatud ettev\u00f5ttes, mis on tuntud oma kaasaegse l\u00e4henemise, professionaalsuse, asjatundliku meeskonna ja kvaliteetse teenuse poolest, on uhkuse allikas ja investeering teie karj\u00e4\u00e4rile. Veenduge, et teie t\u00f6\u00f6koht oleks just selline ja et teie t\u00f6\u00f6tajad tahaksid sinna j\u00e4\u00e4da.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>5. Lihtsalt tee suuri asju!<\/strong><\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">\u00dckski t\u00f6\u00f6 ei ole ebav\u00e4\u00e4rikas, aga olgem ausad - <\/span><b>on meeldivam r\u00e4\u00e4kida huvitavate projektidega tegelemisest.<\/b><span style=\"font-weight: 400;\"> Kui sa oled s\u00f5pradega koos ja sinult k\u00fcsitakse: \"Kuidas on t\u00f6\u00f6?\", siis tahaksid vastata: \"Suurep\u00e4raselt! Me t\u00f6\u00f6tame praegu \u00fche projekti kallal, mis muudab turgu t\u00f5esti 180 kraadi v\u00f5rra\", mitte \"teate k\u00fcll, tavaline\". Nagu ma alguses mainisin, <\/span><b>t\u00e4nap\u00e4eval ei ole t\u00f6\u00f6 mitte ainult rahaallikas, vaid v\u00f5imalus laiendada oma silmaringi, arendada oma oskusi, teha koost\u00f6\u00f6d ekspertidega ja leida huvitavaid s\u00f5pru.<\/b><span style=\"font-weight: 400;\"> Ja tegelikult - see ongi kogu asja tuum. <\/span><\/p>\n\n\n\n<p>Kui t\u00f6\u00f6tajad tunnevad, et nad on ettev\u00f5ttega seotud, on nad t\u00f5en\u00e4olisemalt produktiivsed. V\u00f5ite t\u00e4nada t\u00f6\u00f6tajaid nende raske t\u00f6\u00f6 eest ja n\u00e4idata neile, et hindate nende panust, kui <a href=\"https:\/\/www.memento.com\/blog\/congratulations-quotes-and-messages-for-all-occasions\" target=\"_blank\" rel=\"noreferrer noopener\">\u00f5nnitluste saatmine<\/a> nende saavutuste kohta.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Niisiis, miks on t\u00f6\u00f6tajate kaasamine v\u00e4\u00e4rt?<\/strong><\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">Me tegeleme asjadega, mis on meile olulised, mis pakuvad meile r\u00f5\u00f5mu ja rahuldust. Kui te t\u00f6\u00f6tate t\u00e4iskohaga, veedate t\u00f6\u00f6l 8 tundi p\u00e4evas, 40 tundi n\u00e4dalas - see on liiga palju aega, et teha midagi, millesse te ei usu. Seega, <\/span><b>luua t\u00f6\u00f6koht, mis inspireerib ja pakub inimestele huvi, kus nad tunnevad end olulisena ja mille \u00fcle nad on uhked.<\/b><span style=\"font-weight: 400;\"> Sellises ettev\u00f5ttes tuleb t\u00f6\u00f6tajate kaasamine loomulikult. Ja selle v\u00f5rratu edu turul.&nbsp;&nbsp;<\/span><\/p>\n\n\n<p>\u00a0<\/p>\n<h2 style=\"text-align: center;\"><strong>Kas otsite vahendit, mis aitab suurendada t\u00f6\u00f6tajate kaasatust?<\/strong><\/h2>\n<p style=\"text-align: center;\"><a href=\"https:\/\/teamdeck.io\/et\/\">Ressursside haldamise tarkvara<\/a> valisid tuntud ettev\u00f5tted reklaami- ja IT-t\u00f6\u00f6stusest. Tahate teada, miks?<\/p>\n<p>[\/vc_column_text][\/vc_column][\/vc_row][\/vc_row]<div class=\"vc_row wpb_row vc_row-fluid redl-row-section padding-default bgv-default bgh-default halign-default\"><div class=\"wpb_column vc_column_container text-left vc_col-sm-12 padding-default bgv-default bgh-default halign-default\"><div class=\"vc_column-inner\"><div class=\"wpb_wrapper\"><form class=\"get-started-form\" action=\"\">\n  <div class=\"get-started-form__input-wrapper\">\n    <input class=\"get-started-form__input\" placeholder=\"Sisestage oma ettev\u00f5tte e-posti aadress\" \/>\n  <\/div>\n  <button type=\"submit\" class=\"get-started-form__button\">\n    <span class=\"get-started-form__button-text\">Hankige 14-p\u00e4evane TASUTA prooviperiood<\/>\n  <\/button>\n  <button class=\"get-started-form__button\">\n    <span class=\"get-started-form__button-text\">Invaliidne e-posti aadress<\/>\n  <\/button>\n<input type=\"hidden\" name=\"trp-form-language\" value=\"et\"\/><\/form>\n<\/div><\/div><\/div><\/div>","protected":false},"excerpt":{"rendered":"Kui te m\u00f5tlete, kuidas parandada oma ettev\u00f5tte eduv\u00f5imalusi, ei tule t\u00f5en\u00e4oliselt esimesena meelde t\u00f6\u00f6tajate kaasamine. Esialgu keskendute pigem sellistele aspektidele nagu tulemuslikkus, motivatsioon ja oskuste arendamine. L\u00f5ppude l\u00f5puks...","protected":false},"author":18,"featured_media":8552,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[46,29],"tags":[],"class_list":["post-7345","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr","category-team-happiness"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v23.8 (Yoast SEO v24.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How To Increase Employee Engagement - 5 Tips | Teamdeci.io Resource Planner<\/title>\n<meta name=\"description\" content=\"Employee engagement can be defined as the degree of commitment, attachment and affiliation a person has with the company they work for.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/teamdeck.io\/et\/meeskonna-onnelikkus\/5-voimalust-tootajate-kaasatuse-suurendamiseks\/\" \/>\n<meta property=\"og:locale\" content=\"et_EE\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How To Increase Employee Engagement - 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