How To Create Employee Engagement 

The COVID-19 pandemic has changed the labor market in Viet Nam, resulting in a new working trend. Employees who go to work but do not make efforts at work are referred to as “deadwood”, affecting labor productivity in many businesses. 

Who is a “deadwood” employee? 

In recent years, this human resource trend has grown, especially among young workers (born from 1981 – 2012). There are several indicators of “deadwood” employees in the workplace, including who always have excuses for poor work performance, appearing busy by focusing on trivial tasks; agreeing to everything without following through; or acting like they know everything and refusing to listen, etc. 

While a record number of 88% employees say they plan to stay with their current company in 2024, higher than 67% compared to 2017, HR experts are concerned about a potential rise in “deadwood” labor – employees who are physically present but mentally disengaged. This suggests the issue goes beyond just company culture.  

Many HR experts consider this trend as a kind of “virus” that does not pose an immediate danger to people, but one that businesses should be aware of. Early intervention through effective strategies from HR and leadership, however, can revitalize this group of employees. 

Promote a dynamic workplace 

Mr. Nguyen Tuan Quynh, Chairman of Saigon Books, emphasized the importance of comprehensive strategy for building a vibrant company culture. 

To compete with the “deadwood”, Saigon Books currently applies methods such as: fostering professional development opportunities, enhancing communication and feedback, prioritizing work-life balance for employees, etc. Combining these factors with a reasonable rewards strategy will help decrease the number of unmotivated employees and cultivate a more dynamic and productive working environment. 

According to Ms. Nguyen Thi An Ha, Head of Marketing and Customer Experience of Talentnet Corporation, Talentnet has utilized “instant reward” programs within internal applications to prevent employee disengagement.  

Additionally, Talentnet also prioritizes employee well-being through a revamped series of regular leave policies, including: 

• Flexible sick leave: Sick leave now can be converted into personal leave, instead of having to have a medical license to apply for leave as before 

• Work-life balance: Work-from-home option has been implemented since COVID-19, allowing employees to flexibly manage their workload and personal lives effectively. 

“Talentnet always encourages employees to see the meaning in their work through sharing sessions and seminars. We believe that while rewards and vacation days are important, meaningful work is the key to long-term employee engagement at a business” – Ms. Ha expressed.