Engaged Learning Solutions

🌟 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗮 𝗣𝗲𝗼𝗽𝗹𝗲-𝗖𝗲𝗻𝘁𝗿𝗶𝗰 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 In today’s rapidly evolving business landscape, the definition of success has transformed. A people-centric culture is no longer just an advantage; it has become a fundamental necessity for sustainable growth. As highlighted in a 2024 study by the Harvard Business Review (Smith, 2024), organisations that embrace a people-first approach can achieve a remarkable 30% increase in employee satisfaction and performance. This statistic compels leaders to reassess their strategies and place their workforce at the centre of organisational planning. In a truly people-centric environment, employees are seen as invaluable contributors to a shared vision rather than mere resources to be managed. By prioritising inclusivity and fostering collaboration, organisations can unlock the full potential of their teams. This commitment to recognising and valuing employee contributions not only enhances loyalty but also drives innovation, creating a positive feedback loop where engagement translates directly into performance. Leaders have a unique opportunity to drive this transformation, understanding that their success is inherently linked to the satisfaction and well-being of their employees. Key Considerations for Leaders: 🔑 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘀𝗲 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁: Implement regular feedback mechanisms to ensure employees feel heard and valued. 🌈 𝗙𝗼𝘀𝘁𝗲𝗿 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗶𝘁𝘆: Build diverse teams that reflect a range of perspectives, enhancing creativity and problem-solving capabilities. 🤝 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝗖𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻: Create a collaborative culture that breaks down silos and promotes teamwork across the organisation. 📚 𝗜𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: Offer continuous learning opportunities that empower employees to grow and innovate. 📊 𝗠𝗲𝗮𝘀𝘂𝗿𝗲 𝗜𝗺𝗽𝗮𝗰𝘁: Regularly assess the effects of people-centric initiatives on performance and adapt strategies accordingly. By nurturing a people-centric culture, organisations can effectively navigate the complexities of today’s business environment, positioning themselves for long-term success. For more information about our approach and services, visit us at https://engaged.mu/

This inspiring video highlights Sunlife Mauritius’s commitment to kindness, which goes beyond to foster a meaningful culture. By enhancing lives through kindness and recognising the value of its employees, Sun𝘭𝘪𝘧𝘦 sets a remarkable example. 'You Are Our Gift of Kindness' is more than just an Employee Value Proposition (EVP) statement, and we Engaged Learning Solutions are proud to have collaborated with Sun𝘭𝘪𝘧𝘦 to craft an EVP that truly embodies this commitment.🌱 #EmployeeValueProposition #WorkplaceCulture #SunlifeMauritius #EngagedSolutions

For us Engaged Learning Solutions, working on the Employee Value Proposition (EVP) goes beyond developing an EVP Statement, it is about making sure the statement and the value propositions are lived.  We could not be prouder to see Sunlife Mauritius statement “You are Our Gift of kindness” in action through their EVP Collections.  Sun𝘭𝘪𝘧𝘦's EVP collections are about creating meaningful employee experiences, and we are excited to witness the positive impact of their collaboration with Les Roches Hotel Management School & Redford Global on the Career Experience ! 🌍✨ #EmployeeValueProposition #CareerDevelopment #Sunlife #EngagedLearningSolutions #CareerExperience

My team and myself are proud to have contributed to the Sunlife EVP and reaching this milestone of revealing the EVP statement during this memorable evening at Sugar beach. ✨The EVP was celebrated at the same place and with the same greatness than the evening sunlife revealed their rebranding in December 2022 where I had the opportunity be present. I vividly recall that evening where I was looking forward to collaborating with the Leadership and HR teams for their EVP….and last night sunlife celebrated their people with the exact same pride, thoughtfulness, love and kindness as they did for their clients. ☀️’You are our gift of kindness’☀️ Resonated for everyone one of us present especially during this very palpable moment where EVP champions and employees were recognized for their great work. As spectators of this moment, one could feel what kindness can do and how powerful it is. The smiles of the sunlife collaborators’ was the pinnacle of this beautiful evening. ❣️So much more than a statement, its about months of work for the HR teams and all EVP champions who contributed through their project groups. Contributing to bringing to life the ‘EVP collections’, a series of new employees experiences. Big up to the Engaged Learning Solutions team especially to you Sandrine Vinay for the dedication alongside the project groups. #evpmilestone #employeeexperience #kindness

🎤 We are thrilled to share the Employee Value Proposition of Sunlife Mauritius: 𝗬𝗼𝘂 𝗮𝗿𝗲 𝗢𝘂𝗿 𝗚𝗶𝗳𝘁 𝗼𝗳 𝗞𝗶𝗻𝗱𝗻𝗲𝘀𝘀, on which, for the past year, the team at Engaged Learning Solutions has collaborated on. An EVP project is a transformative initiative. It was a privilege to work alongside the Leadership team, HR teams and the multitude of employees throughout the group to reach this important milestone. The deep work we have done together, not only resulted on the EVP Statement but also on the pillars 𝗟𝗼𝘃𝗲, 𝗧𝗵𝗼𝘂𝗴𝗵𝘁𝗳𝘂𝗹𝗻𝗲𝘀𝘀, 𝗗𝗿𝗲𝗮𝗺𝘀 𝗮𝗻𝗱 𝗔𝗴𝗶𝗹𝗶𝘁𝘆, which are the reflection of sunlife’s values and unwavering commitment to enriching the Employee Experiences by design. The dedication of the project groups, their managers and respective sponsors to create 26 meaningful employee experiences for their peer , is in itself the testament of the lived values and pillars. 🌟 We’re excited to witness the impact of Sunlife Mauritius EVP unfold! #evpmilestone #employeeexperience #kindness

Insightful read from Jennifer Webb de Comarmond our Founder and Director of our sister company Proactive Talent Solutions in this week's edition of Business Magazine. In the spotlight: Strategic Workforce Plan, Employee Well-Being and Work Life Balance. #Recruitment #GPEC #StrategicWorkforcePlan #WorkLifeBalance #EmployeeWellbeing #FutureofWork

We’re happy to welcome Kathy Woomed Genevieve to our team as our new Senior HR Consultant & Trainer. With over 10 years of experience in various industries, she has a strong background in human resources, talent management, learning and development, and HR strategy, as well as coaching and leadership skills. She is passionate and dedicated to making a positive impact in the world of human development, and always seeking out new opportunities for growth and development. Join us in giving Kathy a warm welcome at Engaged ! 🎉

For a long time, traditional talent acquisition has been like commercial advertising. Companies spent time and money creating an attractive image with photos of happy employees and catchy messages about company values. This approach is essentially a sales pitch, assuming there’s a perfect way to appeal to the right candidates. Employers need to ensure that their candidate-facing employees—recruiters, interviewers, and hiring managers—can discuss what really matters to people. Your employer brand reflects your overall brand. Translating your message effectively to prospects, candidates, employees, customers, and clients is all part of the same effort. A strong employer brand cannot be developed separately from a strong organizational brand. But there are practical steps we can take to make our employer brands truly authentic. Here are four key actions: ✅ Focus on real experiences ✅ Hone the message ✅ Define the message ✅ Communicate in every channels

𝗠𝗲𝗻𝘁𝗮𝗹 𝗵𝗲𝗮𝗹𝘁𝗵 𝗶𝘀 𝗮𝗹𝘀𝗼 𝗮 𝗠𝗮𝗻𝗮𝗴𝗲𝗿’𝘀 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲! According to Forbes (https://lnkd.in/gScsw_QW), managers (42%) are more often stressed out than their team members (40%). A few years ago, candidates were anxious and navigating a highly competitive job market, making job hunting feel like winning the lottery. Today, the power game has shifted. Candidates now have the upper hand, creating a new challenge for managers: a shortage of skilled talent. As job seekers become more selective and the talent pool shrinks, managers must work harder to attract and keep the best employees. This shift has added significant stress for managers, impacting their mental health. ➡️ According to a 2023 Harvard Business Review's article (https://lnkd.in/e3fjZEmB), over 50% of managers feel burned out. They are struggling to fill roles quickly while also managing their teams, making the talent shortage more than just a logistical issue—it’s a mental health crisis. ➡️ HR expert Josh Bersin, in his 2021 article "Understanding The Exciting, New, Disrupted Labor Market," (https://lnkd.in/gj5e3Qt) points out that candidates now have more options and are looking for meaningful work, purpose, and a good work-life balance. Managers must meet these expectations and build a strong employer brand to stand out. The pressure is high. Managers must create a work environment that attracts and retains top talent. This dual challenge of talent attraction and retention is proving to be a significant stressor.

Middle managers play a crucial role in organizations, yet they often face challenges that hinder their effectiveness. According to McKinsey & Company's Global Survey on middle manager, 2022, half of middle managers' time is spent non-managerial tasks and navigating organizational bureaucracy instead of focusing on their core responsibilities, like nurturing talent. The survey identifies three areas where organizations can better support middle managers: ✅ 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝘁𝗮𝗹𝗲𝗻𝘁: Help managers prioritize talent management over administrative tasks. ✅ 𝗥𝗲𝗱𝘂𝗰𝗲 𝗯𝘂𝗿𝗲𝗮𝘂𝗰𝗿𝗮𝗰𝘆: Streamline organizational processes to ease managerial burdens. ✅ 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘇𝗲𝗱 𝗶𝗻𝗰𝗲𝗻𝘁𝗶𝘃𝗲𝘀: Understand what motivates managers to create environments where they can thrive. Middle managers highlight strategy-focused work as where they add the most value, yet they spend less time than desired on these tasks. This mismatch suggests organizations may not fully understand how they can best contribute. Additionally, middle managers cite lack of time and resources as barriers to effective talent management. To motivate your middle managers effectively, you should remove obstacles to their success and reward them in ways that matter to them. Middle managers value autonomy and responsibility as much as financial rewards. Managing time wisely is key to ensuring managers can succeed without compromising their leadership and talent development efforts.