Measures to increase company productivity and employee engagement

Author: Kenta Ikebe, a lawyer

◆ Understand engagement issues as a law firm

 From the standpoint of a lawyer / law firm, we will explain measures to improve “employee engagement.”

 Our office has hundreds of advisors, and we have been exposed to the concerns and internal circumstances of many companies, not just advisors.

 From that experience (especially from the experience of being in charge of labor-related seminars such as harassment prevention and hearing from employees), there are many employees who do not commit to the organization and do not voluntarily move for the company, which is the company. I have come to realize the problem that it is a major obstacle to improving productivity.

 In recent years, such issues have come to be specifically addressed with the phrase “low employee engagement.”

◆ What does employee engagement mean?

 Recently, the importance of employee / employee “engagement” has been attracting attention.

 There are various definitions of the meaning of engagement, but it can be expressed as, for example, “a state of active involvement, enthusiasm, and commitment to work and workplace.” If you have an image of motivation, positivity, enthusiasm, and loyalty, there will be no big gap.

 High / low engagement is said to be related to employee productivity, which is why many companies are paying attention.

◆ Low engagement of Japanese companies

 Data have been released that the employee engagement of Japanese companies is the lowest in the world [1] .

 In addition, the “Future Human Resources Conference” established by the Ministry of Economy, Trade and Industry introduced the above data in the interim report in May 2022 [2] , which was reported in the media and attracted attention.

 According to the above data, the global average of employee engagement is 20%, while Japan is only 5%. The United States / Canada has 34%, China has 17%, and South Korea has 12%, but Japan’s lowness is outstanding.

 It is also known that Japan has the lowest hourly labor productivity among major developed countries [3] . It can be inferred that such low engagement is one of the reasons why productivity does not increase.

◆ To improve engagement

 Academic research hasn’t come to a conclusion on what to do to improve engagement, but in the business arena, you should keep the following in mind:

 One is harassment and, if not harassment, deterrence of behavior that reduces employee engagement.

◆ Suppression of harassment-like behavior

 Harassment (power harassment, sexual harassment, etc.) is a factor that adversely affects not only those who receive it, but also colleagues who see and hear it, and it also reduces the performance of the entire workplace.

 Some surveys have pointed out that people who have been harassed have less job satisfaction and well-being, and more willingness to change jobs. Even for those who do not witness), he points out that work satisfaction and happiness are reduced and the intention to change jobs is increased [4] .

 In addition, the study found that hearing and hearing about harassment had the effect of reducing workplace performance.

 From these survey results, it can be said that harassment deterrence should be thoroughly implemented in order to increase employee engagement. In addition, even if it is not harassment, high-pressure guidance that depresses employees’ motivation, throwing work or abandoning guidance, and failure to communicate can also be factors of lowering engagement, so aim for deterrence. I think we should work on it.

◆ Reform of managerial awareness

 Another thing that should be done to strengthen engagement is to change the mindset of employees with subordinates such as managers.

 Engagement with a boss’s subordinates is said to be a major factor in engagement [5] .

 While harassment from your boss reduces engagement, you can improve engagement by devising ways to engage with your subordinates.

 For that purpose, those who give subordinates an opportunity to express their thoughts on business policies, listen to the opinions of subordinates, provide appropriate feedback and support, etc., rather than the relationship between superiors and subordinates based on conventional instructions and their compliance. Is more desirable.

 It is also important to provide an opportunity to present a plan for personal growth and to evaluate it appropriately.

 It is not easy to change awareness, and in addition to messages from the top management, it is necessary to introduce different stimuli such as seminars inviting external lecturers and changes in employee evaluation methods.

◆ Summary 

 As the environment surrounding the human relationships of employees changes drastically, such as the promotion of DX and the introduction of telework, improving employee engagement is expected to become a major key.

 At our office, we have been dealing with the concerns of many companies and personnel personnel, and we have provided many labor-related seminars, so we have a “personnel and labor backup service” ( https://www.meilin-law.jp ). We provide a service called / service / backup / ).

For the outline of this service, we have prepared materials created by lawyers, so please contact the nearest office from  this link ( https://www.meilin-law.jp/contact/ ). Please contact me. We will continue to refine our services so that many companies and employees can work happily and positively.


[1] GALLUP “State of the Global Workplace 2021”

[2] Future Human Resources Conference “May 31, 2022 Interim Report” https://www.meti.go.jp/shingikai/economy/mirai_jinzai/index.html

[3] According to the Japan Productivity Headquarters “International Comparison of Labor Productivity 2021”, Japan’s hourly labor productivity in 2020 based on OECD data will be $ 49.5 (¥ 5,086), which is 38 OECD member countries. 23rd in the middle.

[4] Recruit Works Institute “Analyzing workplace harassment”. In addition, as for other survey results, for example, in the company survey of the Ministry of Health, Labor and Welfare “Fact-finding Survey on Workplace Harassment in 2nd Year of Ordinance”, regarding the effect of promoting efforts to prevent and resolve harassment, “Workplace communication is active. The highest percentage of respondents answered “Improving / improving ventilation” (35.9%), followed by “The workplace environment changes due to changes in the awareness of managers” (32.4%). The effect of is suggested.

[5] Institute for employment studies “The drivers of employee engagement”, a report by a British research firm

Contributing Advisors