13 Key strategies on how to improve employee engagement
Do you remember when Alfred Pennyworth said, “Why do we fall, sir? So that we can learn to pick ourselves up.”
Yes, picking ourselves up goes without saying, but the tricky part is how we do that right! With the perfect strategies and approach, you can turn things around your company and improve employee engagement in your organization.
So today, we’re diving into the 13 strategies that will make you and your employees happier than a cat in a box or a bat in a cave (it’s up to you!) But let’s get started with why employee engagement strategy will be the one to lift you.
Table of contents:-
- Why is employee engagement important?
- Top 13 strategies to improve employee engagement and motivation right now
- What are the 6 elements of employee engagement?
- The benefits of an engaged workforce
- What are the key drivers of employee engagement?
- Employee engagement examples: The 3 types of employees you have
- What’s the difference between employee engagement and employee experience?
- Foster employee engagement the right way
Why is employee engagement important?
Employee engagement refers to employees' emotional connection and commitment to their work and employer. Engaged employees are motivated, productive, and willing to go the extra mile to contribute to the company's goals.
In today's competitive job market, it's more important than ever for companies to focus on employee engagement. By investing in employee engagement ideas, organizations can see significant improvements in productivity, profitability, and customer satisfaction, as well as a more positive company culture.
According to a recent Gallup poll, employee engagement has been on the rise in the US. The percentage of engaged employees reached 36% in 2020, the highest level since Gallup started tracking and measuring employee engagement in 2000.
The same poll found that companies with highly engaged employees have 21% higher profitability, 17% higher productivity, and 10% higher customer ratings than companies with low engagement levels.
So yes, engaged employees are more likely to stay with the company long-term, reducing employee turnover and recruitment and training costs. They are also more likely to provide exceptional customer service, which can lead to increased customer loyalty and revenue.
Furthermore, engaged employees are more innovative and willing to share their ideas, which can lead to improved processes and products and a competitive advantage for the organization. Engaged employees also positively impact workplace culture, creating a more positive and collaborative environment.
So who wouldn’t want their employees to be highly engaged? Right? But what’s the best way to do it? Not letting you wait any longer.
Top 13 strategies to improve employee engagement and motivation right now
Here are 13 strategies on how to improve employee engagement:
Supply the right tools
Providing the right tools to employees can have a significant impact on improving employee engagement levels. When employees have access to the right tools, they can perform their job functions more effectively, which leads to increased job satisfaction and engagement.
One major problem many organizations face is that employees often struggle with inefficiencies in their work processes, which can negatively impact engagement levels.
Supplying the right tools, such as communication and collaboration software, project management tools, and performance tracking systems, can help employees streamline their workflows, increase employee engagement, and reduce frustration.
By providing the right tools, companies can ensure that employees have everything they need to excel in their roles, leading to greater job satisfaction, increased retention rates, and, ultimately, higher levels of productivity and success for the organization as a whole.
Pay individual attention to employees
One of the most effective ways to boost employee engagement is by giving individual attention to each employee. This involves getting to know each employee's strengths, weaknesses, and goals and tailoring your management style to help them succeed.
Employees feel valued and supported by providing individual attention, which leads to greater job satisfaction and engagement.
Managers often overlook the importance of individual attention, treating all employees the same way. This approach can lead to disengaged employees who feel undervalued and unappreciated.
To combat this issue, managers and people leaders should take the time to get to know each employee on a personal level, set clear expectations and goals, and provide employees with regular feedback and recognition for their efforts.
By giving individual attention, managers can create a positive work environment where employees feel supported and motivated to perform at their best. This ultimately leads to improved engagement levels and greater success for the organization as a whole.
Provide adequate training
By investing in employee development, organizations can demonstrate their commitment to their employees' growth and success, which leads to greater job satisfaction and engagement.
Employees often feel stagnant in their roles and lack the skills needed to advance their careers. This can lead to frustration and disengagement, as employees feel undervalued and unsupported.
Organizations should provide regular training and coaching opportunities to combat this issue, focusing on developing employees' skills and abilities. By providing access to resources such as workshops, seminars, and mentorship programs, employees can acquire new skills and knowledge, which improves their engagement and benefits the organization in the long term.
Ultimately, providing training and coaching opportunities can help employees feel more valued, supported, and invested in their roles, leading to greater engagement and increased productivity and success for the organization.
Listen to employee feedback
By providing a platform for employees to voice their concerns, opinions, and suggestions, organizations can gain valuable insights into areas that need improvement and make necessary changes to create a more positive work environment.
One major problem many organizations face is that employees often feel their opinions are not valued or heard, which can lead to disengagement and a lack of motivation to contribute to the organization's success.
To resolve this issue, organizations should establish regular channels for employee feedback, such as employee engagement survey, focus groups, and suggestion boxes. Managers should also make an effort to actively listen to employees and address their concerns in a timely and effective manner.
By listening to employee feedback, organizations can create a more engaged workforce that feels valued, supported, and invested in the success of the organization. This ultimately leads to increased productivity, employee satisfaction, and long-term success for the organization.
Getting social is a powerful way in improving employee engagement. By promoting social interactions and team-building activities, organizations can create a positive work culture that fosters collaboration, communication, and a sense of belonging among employees.
Employees more than often feel disconnected from their colleagues and lack a sense of community within the workplace. This can lead to feelings of isolation, low morale, and disengagement.
So, organizations should encourage employees to have social interactions through team-building activities, social events, and opportunities for cross-functional collaboration. This helps build stronger relationships among colleagues and promotes a more cohesive and collaborative work environment.
By getting social, organizations can improve employee engagement by creating a sense of community and fostering a positive work culture that encourages employees to collaborate, communicate, and innovate. This ultimately leads to increased productivity, employee satisfaction, and long-term success for the organization.
Help employees serve others
Serving others is a powerful way to increase employee engagement. By encouraging employees to focus on helping others and making a positive impact, organizations can create a sense of purpose and fulfillment among their workforce.
Employees can feel disconnected from the broader purpose and mission of the organization, leading to a lack of motivation and engagement. However, when employees are given opportunities to serve others, they can develop a deeper connection to the organization and their work.
To combat this issue, organizations should provide opportunities for employees to volunteer, participate in community service projects, or contribute to charitable causes. This not only helps to improve employee engagement but also promotes a positive public image for the organization.
By serving others, organizations can improve employee engagement by creating a sense of purpose and fulfillment, fostering a positive work culture, and promoting a strong sense of community among employees. This ultimately leads to increased productivity, employee satisfaction, and long-term success for the organization.
Recognize employees proudly
Recognizing employees proudly and loudly is a simple yet effective way in improving employee engagement. Employees who feel valued and appreciated are more likely to be motivated, productive, and committed to their work.
However, a lack of recognition is a common problem that many organizations face, leading to low morale and high employee turnover rates. Organizations can significantly improve and engage employees by implementing a recognition program publicly acknowledging and rewarding employees for their hard work and achievements.
Recognition can take many forms, such as awards, bonuses, or public praise. By celebrating the successes of individual employees, teams, or the organization as a whole, organizations can foster a positive work culture that promotes collaboration, innovation, and long-term success.
Proper onboarding and offboarding
Employee engagement begins before the first day of work and lasts beyond the last day. An excellent onboarding process that welcomes, trains and supports new hires is critical to set the foundation for a successful career with the company.
Moreover, providing an equally good offboarding experience is vital in maintaining a positive relationship with the departing employees.
A well-planned offboarding process that includes exit interviews, feedback and assistance in transition helps ensure that employees leave with a positive view of the company, making them more likely to recommend it to others.
Strong onboarding and offboarding experiences can lead to increased employee retention, job satisfaction and engagement.
Focus on employees’ well-being
Employee well-being is a critical aspect of employee engagement, yet it is often overlooked. Focusing on employee well-being can improve job satisfaction, morale, and productivity. It can involve initiatives such as wellness programs, flexible work arrangements, and mental health support.
Employers can also create a company culture that promotes work-life balance, promotes physical health, and supports employee professional development opportunities. This approach recognizes that employees are not just workers but also individuals with personal lives, needs, and desires.
By prioritizing employee well-being, employers can create a workplace that attracts and retains top talent, boosts employee engagement and productivity, and contributes to the organisation's overall success.
Emphasis on company culture
To improve employee engagement, it's important to emphasize your company culture. Your company culture should reflect your core values and what you stand for as an organization.
Employees who feel connected to your company's mission and values are more likely to be engaged and motivated to work hard. This can be achieved by ensuring that your company's values and culture are communicated clearly and consistently during the hiring process and throughout an employee's tenure.
Celebrating your company's successes and achievements, recognizing and rewarding employees who embody your company culture, and providing opportunities for team building and socializing can also contribute to positive company culture and increase employee engagement.
Make the work less stressful
Improving the employee experience can be a key driver in improving employee engagement. One way to do this is by making the work less stressful and enjoyable. This can be achieved by providing employees with more autonomy, allowing them to have a say in how they perform their work, and giving them the tools and resources they need to succeed.
Another way is providing opportunities for growth and development, such as job training and mentoring programs. Doing so makes employees feel valued, challenged, and invested in their work.
And creating a positive work environment with a supportive culture, flexible work arrangements, and recognition and rewards for good work can further improve the employee experience, leading to higher engagement levels.
Make employees do what care about
One crucial way to improve employee engagement and align company goals with employees’ work is by connecting what employees do to what they care about. Many employees want to feel that their work has meaning and that it contributes to a larger purpose.
As a people leader, you can help your employees see how their work connects to the company's mission and goals. This can be done by providing regular feedback and recognition for their contributions, setting clear expectations and goals, and encouraging open communication.
By helping employees understand how their work aligns with their values and interests, you can increase their sense of purpose and motivation, leading to higher levels of engagement and job satisfaction.
Follow a bottom-up approach
Adopting a bottom-up approach is one of the best ways to boost employee engagement. It involves actively involving employees in decision-making processes, allowing them to provide feedback and suggestions for improvement.
By doing this, employees feel that their opinions matter and that they are being listened to. This approach also helps employees feel more invested in the company and increases their sense of ownership.
With a bottom-up approach, employees are more likely to feel valued, respected, and supported, which leads to greater job satisfaction and employee engagement.
By ticking off these 13 boxes, you can help create an environment where employees feel valued, motivated, and fulfilled. Remember, employee engagement is not a one-time effort; it requires ongoing commitment and investment from employers.
What are the 6 elements of employee engagement?
There are six elements of employee engagement: meaningful work, positive relationships, recognition and appreciation, growth and development, trust and integrity, and work-life balance.
Meaningful work refers to employees feeling a sense of purpose and fulfilment in their work. Positive relationships emphasize the importance of social connections and positive workplace interactions.
Recognition and appreciation are critical to employees feeling valued and motivated. Growth and development focus on employees' ability to learn and develop new skills in their roles.
Trust and integrity refer to employees having confidence in their leaders and the company's values. Lastly, work-life balance emphasizes the importance of employees being able to manage their personal and professional lives effectively.
Employers who focus on fostering these six elements of employee engagement will likely see an increase in productivity, employee retention, and overall satisfaction. By prioritizing these elements, organizations can create a work environment that attracts and retains top talent, resulting in a successful and thriving workplace.
The benefits of an engaged workforce
Here are eight benefits of having an engaged workforce:
- Increased productivity: Engaged employees are more productive and committed to their work. They have a sense of ownership, and their performance improves as they feel valued.
- Better retention rates: When employees are engaged, they are less likely to leave their jobs, reducing turnover rates and the costs associated with hiring and training new employees.
- Higher profitability: Engaged employees are more efficient, and their work leads to better financial results for the company.
- Improved customer satisfaction: Highly engaged employees are more likely to provide excellent customer service, leading to higher customer satisfaction and loyalty.
- Greater innovation: Only when employees are engaged in the workplace; they feel comfortable sharing their ideas and thinking outside the box. This leads to greater innovation and continuous improvement.
- Better collaboration: Employees in the workplace work well in teams and are more likely to share knowledge and support each other.
- Improved safety: Engaged employees are more aware of their surroundings and are more likely to follow safety protocols, leading to a safer work environment.
- Positive work culture: Engaged employees create a positive work culture, leading to higher morale, better communication, and a more collaborative and supportive environment.
What are the key drivers of employee engagement?
Employee engagement is crucial for any organization's success; several drivers can contribute to it. Here are the top five drivers to engage employees:
Strong and effective leadership is crucial for employee engagement. Leaders should create a positive work environment, listen to their employees, and set clear expectations and goals.
A sense of feeling heard
Employees want to feel valued and appreciated for their work. Recognition and rewards programs can go a long way in boosting employee engagement and motivation.
Employees want opportunities to grow and develop their skills. Providing training and development programs can help keep employees engaged and invested in their work.
Maintaining a healthy work-life balance is important for employee well-being and engagement. Employers can offer flexible work arrangements, time off, and wellness programs to support their employees.
Open and transparent communication is essential for employee engagement. Employers should communicate frequently and clearly with their employees, provide feedback, and encourage dialogue.
Organizations can create a positive work environment and improve employee engagement by focusing on these drivers. Investing in employee engagement can result in increased productivity, higher job satisfaction, and better retention rates, ultimately leading to the organisation's long-term success.
Employee engagement examples: The 3 types of employees you have
Understanding the following three types of employees can help organizations create a better employee engagement strategy.
1. Engaged employees
These employees are fully involved in and enthusiastic about their work. They are committed to the organization's goals and values and feel a sense of ownership in their work. Engaged employees are the most productive and innovative, and they are the driving force behind a company's success.
2. Not engaged employees
These employees are putting in time but not energy or passion. They are present at work but are not committed or involved in their work. Not engaged employees are often overlooked, and their potential contributions to the organization are not fully realized.
3. Actively disengaged employees
These employees are unhappy and unproductive. They are disconnected from their work and the organization and may even actively work against the organization's goals. Actively disengaged employees can be cancerous within the organization and can create a toxic work environment.
Effective employee engagement strategies should focus on creating a workplace culture that values and prioritizes employee engagement. This can include providing opportunities for employee development and growth, recognizing and rewarding employee contributions, and fostering a positive work environment.
Organizations can create a culture of engagement that drives success and growth by understanding the different types of employees and tailoring engagement strategies to meet their needs.
What’s the difference between employee engagement and employee experience?
Employee experience and employee engagement are two terms often used interchangeably, but they actually refer to different aspects of the workplace.
Employee engagement is a measure of how committed and connected employees are to their work, while the employee experience encompasses all of the interactions and experiences that an employee has with their employer, from the hiring process to retirement.
So, employee engagement is just one component of the overall employee experience, and a positive employee experience can contribute to higher levels of engagement. Understanding the distinction between these concepts is important for organizations looking to improve their workforce's satisfaction and productivity.
Foster employee engagement the right way
Now that you have 13 amazing strategies on how to improve employee engagement, it's time to put them into practice and make your workplace a happy place!
But remember that fostering employee engagement is an ongoing process that requires continuous effort and improvement.
And that's where CultureMonkey comes in, with our user-friendly platform that helps you measure and improve employee engagement with ease.
CultureMonkey provides a platform for companies to gather and evaluate employee data to obtain meaningful insights and implement necessary changes by conducting anonymous surveys online.
The platform also has several features, including customized surveys, real-time employee feedback analytics, and automated reporting that can help companies optimize their engagement strategies and simplify employees' life cycles.
By valuing employee feedback and creating a positive workplace environment, companies can improve their engagement scores and drive better business performance and growth.
So, what are you waiting for? Sign up for CultureMonkey today and take your employee engagement game to the next level! Remember, a happy workforce is productive, and that's a win-win for everyone.