The study entitled “Employee Engagement and Job Performance in Small Enterprises (SEs) in Hinatuan, Surigao del Sur”, conducted by Judy Ann M. Parro of Saint Joseph Institute of Technology, Butuan City, investigated the level of work engagement and job performance among employees of small enterprises in Hinatuan, Surigao del Sur, Philippines. Data were obtained from 222 employees using structured survey questionnaires.

Results showed that the workforce was predominantly composed of young adults aged 18–35 years, with almost equal representation of male and female respondents. The majority of employees were high school graduates, indicating that the positions generally required secondary-level educational qualifications. Employee retention was identified as a challenge, as most respondents had one to five years of service. Despite this concern, findings revealed a positive organizational culture characterized by strong advocacy, collaboration, teamwork, effective communication, and access to learning and development opportunities.

Further analysis indicated that age, sex, and educational attainment did not significantly influence employee engagement, whereas length of service had a significant effect, with longer-tenured employees demonstrating higher levels of engagement. Employees exhibited high levels of job performance across key dimensions, including productivity, adaptability, initiative, attendance, quality of task accomplishment, and customer service. No statistically significant differences in job performance were observed when respondents were grouped according to age, sex, educational attainment, or length of service. However, a moderate positive correlation was established between employee engagement and job performance, suggesting that increased engagement was associated with improved employee performance.

Based on these findings, the study recommended the strengthening of employee engagement initiatives through continuous skills training, improved working conditions, effective communication mechanisms, incentive and recognition programs, flexible work arrangements, community involvement, technology integration, and enhanced customer relationship management. At the organizational level, recommendations included the provision of specialized training programs, the establishment of partnerships with local businesses and academic institutions, the conduct of regular town hall meetings, and the utilization of mobile-based communication platforms. Non-profit organizations were encouraged to adopt mobile applications for coordination and to implement community-centered programs, while government agencies were advised to introduce employee recognition initiatives and collaborate with higher education institutions in offering relevant skills development courses. At the individual level, employees were encouraged to pursue continuous professional development and participate in community-based initiatives; community leaders were urged to promote dialogue and sustainable development policies; and young professionals were encouraged to develop community-oriented technological solutions, organize professional development activities, and seek mentorship opportunities.