As HR managers, you are the architects of workplace enthusiasm and commitment.
This article is your roadmap to understanding, implementing, and enhancing employee engagement initiatives. Discover how to drive meaningful change, boost productivity, and build a work culture that benefits both employees and your organisation.
Free download: The secret to retaining your best employees (a modern approach to engagement)
Employee engagement refers to the emotional commitment, enthusiasm, and dedication that employees bring to their work and their organisation.
Engaged employees are not only satisfied with their jobs, they are also connected to your company’s goals and values. They go above and beyond in their roles, which improves productivity, team culture, loyalty, and a whole lot more benefits!
From a business perspective, engaged (and disengaged) employees affect your bottom line – simple as that.
Engaged employees are more productive, they are more likely to stay at your company, and they tend to be more innovative and creative – which can drive your company’s growth and competitive edge. They’re also much happier and healthier.
But here’s the kicker… According to Gallup’s State of the Global Workforce 2023 Report – the UK workforce is one of the most disengaged in the world.
So how do we improve employee engagement? Read on.
Sense of purpose is often considered the most powerful driver of employee engagement. And that’s because when people feel they are contributing to a higher purpose, and understand their meaningful impact, they feel a deeper and stronger connection to their responsibilities.
Other top drivers of employee engagement include:
The main difference between employee engagement and employee experience is their focus and scope. Employee engagement revolves around an employee’s emotional commitment to their work, their motivation, and their connection to your company’s mission and values.
On the other hand, employee experience encompasses the broader journey of an employee within your organisation. It includes everything from the initial recruitment process to daily work conditions, professional development, and the overall workplace environment.
Why? Conducting regular surveys to gauge employee satisfaction and identify areas for improvement might be the most important employee engagement strategy. This is because is involves employees in directly shaping their workplace.
How to: Implement recurring (e.g. quarterly or bi-annual) anonymous surveys that include questions about job satisfaction, work environment, and suggestions for enhancements. After each survey, create action plans based on the feedback and share the results and action plans with employees. This shows that their input is valued and leads to tangible improvements.
Why? Employees thrive when they receive regular feedback and recognition for their efforts. This helps them understand their strengths and areas for improvement.
How to: Implement a monthly recognition program where managers and colleagues can nominate employees for outstanding contributions. Offer rewards for employees who perform highly!
Why? Encouraging learning and growth opportunities can boost engagement and confidence in your teams. Employees want to feel that they are progressing in their careers.
How to: Provide access to online courses, workshops, or education reimbursement for employees to improve their skills and advance within the company.
Why? Flexibility in work hours and locations can improve work-life balance and job satisfaction.
How to: Allow employees to choose flexible work hours or work from home when suitable for their roles. Create clear guidelines to ensure productivity is maintained.
Why? Prioritising employee wellbeing is proven to reduce stress, boost morale, culture, productivity and employee happiness.
How to: Offer wellbeing initiatives such as mental health resources, or team wellness challenges to encourage healthy habits.
Why? Open and transparent communication is essential for engagement – especially from leaders. Employees should be informed about company goals, changes, and opportunities.
How to: Hold regular town hall meetings or create an internal communication platform where leaders share updates and gather feedback from employees.
Why? Encouraging team bonding and a sense of belonging will improve morale, collaboration and creativity within teams.
How to: Organise regular team building activities such as group lunches, charity projects, or team challenges to build stronger relationships among employees.
Remember to tailor these strategies to your organisation’s unique needs and culture, and keep monitoring their effectiveness to make necessary adjustments over time.
In this webinar with Wigan and Leigh College, we explore how to get started with, and improve, employee engagement in the workplace – while learning about how our guests have found their success!
