Blog Image
Employee Engagement

What Is Employee Engagement?: Best Practices for the Workplace in 2023

  • Omer Usanmaz
  • February 13 2023

Employees who feel a sense of belonging to their company make more effort, stay longer and inspire their colleagues to do the same. Engaged employees will positively impact every aspect of your business, including sales, profitability, customer experience, employee turnover, and more. Understanding one's function with discretionary effort and a direct report within an organization and being inspired by how it fits into the goals and purposes of the organization are key drivers of employee engagement.

There are many strategies you can develop on your own to raise employee engagement; some may work, and some may not. The benefits of employee engagement are umpteen, and it would be best if you found those employee engagement strategies that work for your organization and team members. 

Learn more from this article so that you can define a framework that will work best for your employees and ensure employee engagement to drive your firm effectively.

Employee Engagement: An Overview

Employee engagement is a strategy that creates the ideal workplace environment for every employee to 

  • perform their best, 
  • to align with the organization's aims and values, 
  • to be motivated to contribute to the organization's success, and 
  • to have an improved feeling of personal well-being.

Employee engagement is no cakewalk and cannot be attained by shortcut means. Satisfied employees result from senior leaders and managers practicing trust, honesty, a two-way commitment, and communication with the employee management systems. Employee engagement initiatives improve the likelihood of corporate success while boosting productivity, performance, and well-being at the organizational and individual levels. It is measurable and ranges from subpar to excellent. Employee engagement ideas can be developed and greatly enhanced so that the resources and skills will not be lost and wasted.

Employee satisfaction and boosting their morale are drivers of employee engagement. Satisfied employees become more to be productive and scale up business outcomes. They frequently go the extra mile and showcase stronger dedication to a company's ideals and goals.

Employers can boost employee engagement through meaningful actions, such as rewarding outstanding work, notifying staff about the company's performance, and giving regular feedback. The extra effort aims to help workers feel worthy and respected and know that their opinions are heard and understood.

Parts of employee engagement include:

  • Giving employees a say in an organization's journey, 
  • Allowing them to share opinions and ideas that are taken into consideration when decisions are made, 
  • Helping them see how an organization is fulfilling its purpose and objectives and how it is changing to fulfill those better. 

Employee engagement involves: 

  • feeling accepted as a team member, 
  • focusing on specific goals, being trusted and empowered, 
  • having regular feedback that is both positive and constructive, 
  • being helped to learn new skills, and 
  • being praised and recognized for accomplishments.

How To Identify Engaged Employees?

Employees who are engaged in their job feel that it is essential that their managers support them and that their actions affect the company's success. Employee engagement has been practiced in business management theory since the 1900s. A company's profitability and financial health have been proven to have strong links with employee involvement. Still, critics of the practice frequently point out how difficult it can be to measure.

Employees who are emotionally connected in their work will be motivated to contribute to their company's objectives. Although businesses may define employee engagement based on their requirements, the fundamental traits of an engaged employee are:

  • They want to do it because they are aware of their responsibilities and what their employment entails.
  • They are dynamic and devoted to their employers.
  • They desire to contribute to the success of their company and are aware of what that means (and how to work toward it).
  • They are motivated to perform well because they will feel an emotional connection to the organization.

Three key behaviors are considered indicators of how intellectually and emotionally committed someone is to their organization:

  • Say (a worker frequently promotes their employer to coworkers, clients, and job applicants).
  • Stay (an employee who, despite having alternative options, strongly desires to stay with a firm).
  • Strive (when an employee goes above and beyond to make their organization successful).

Key Drivers for Increasing Employee Engagement in the Workplace

Some of the best-known strategies for nurturing employee engagement are:

Employ a Bottom-Up Strategy

The proper foundation must come first when building a house—not the roof! It is appropriate for key decisions in the organization to begin with the lower levels of management, your employees. Conduct employee engagement surveys that let your staff voice their ideas and issues. Disengaged employees may be prompted to seek new organizations where the company culture is better for them to endure their careers. Your employee engagement plan may benefit from pulse surveys and obtaining a direct report. They feel more valued, respected, and like group members, the more you solicit their thoughts.

Promote Two-Way Communication

Keeping the workforce in the loop with a direct report is the foremost step in fostering employee engagement. Companies that only share information with those who "need to know" generally have lower employee engagement levels. When employees know about how business decisions will affect the workplace or how they should handle circumstances, transparency creates trust.

But does spreading information go far enough? There should be two-way communication; employees should be encouraged to voice their problems so they will feel recognized and appreciated. Top company executives adhere to an open-door policy and withhold from taking advantage of "top-secret" knowledge.

Encourage Community Participation

An organization is a community where each person helps the community as a whole and carries out a specialized role. Any engagement activity, from planning an annual event to taking a team out to dinner, can aid in fostering this sense of community among your employees.

Regardless of the organizational hierarchy, it is advised to maintain a level of impartiality and equality where everyone feels valued by the group. This thinking is typical of new-age technology firms with no-walls organizational policies and a more laid-back work environment. Although maintaining this innovative business strategy may be challenging, it can result in highly engaged employees.

Acknowledge Excellent Work

Workers may gradually lose their enthusiasm to give their best if they do not receive enough credit for their efforts. As a result, the overall energy of workers, if there is no appreciation for employees, can exhibit the overall conduct of employees. Additionally, highly skilled individuals will start to look for better alternatives.

Establishing a culture of appreciation where good work is rewarded with bonuses and incentives is sensible. A few kind words and a token of appreciation can go a long way toward making others feel appreciated for their efforts. It's important to note that all forms of appreciation must adhere to the organization's mission, objectives, and guiding principles. After all, it's about properly directing human resources.

Invest in Your Personal Development

It is a component of the human capital management phase of the process. You should nurture and develop each human resource you hire to contribute to the organization's long-term expansion. You are investing in your business's future and cultivating loyalty among your employees if you run an employee engagement program or support higher education for your staff.

Remember that every employee values working for a company that helps them advance their careers and enriches their personal lives. Want to maintain the best persona in your company? Don't be arrogant or selfish. Guarantee their personal development, and you will benefit.

Hire Competent Managers

Managers are your hidden weapon for increasing employee engagement because they act as a liaison between boardroom participants and the workforce. Most of the time, employees regularly deal with their direct supervisors but rarely, if ever, with top-level executives. Depending on the manager's approach, people may feel safe, angry, or ignored.

Are they able to manage the workers? What can they do differently if not? It is usually preferable to recruit a qualified manager first, even though firms can choose to educate their managers on how to engage their people better. Examine their professional history to determine if they are qualified for the challenging job waiting for them.

Establish a Purpose

Employees are people, not machines. Unfortunately, businesses that view personnel as a resource that can be purchased for a specific price have not yet realized the full value of human capital. Your staff members are potential defenders of the values and tenets of your company, not just another component of production.

Although a sizable salary is undoubtedly helpful, employees are more likely to give more personal involvement and contribute more if they sense an emotional connection to your business. Let your staff members know how important their participation is as one strategy to ensure this. Tell them how it assists in achieving the organization's corporate goals. Simply put, businesses need to start giving their staff members a sense of importance.

Make a Road Map for Success

It is especially true if you bring millennial employees into your company. Many millennials don't consider it sufficient to show up at work, complete their allocated tasks, and take their salary home. They are more aware of their position in the next five to 10 years. They need to be aware that their role has room for improvement.

Another pillar of a good employee engagement strategy is creating an accurate road map for success. Regarding millennial employee engagement, holding frequent career counseling meetings or outlining a clear professional growth path may be very helpful.

Best Practices for Employee Engagement

The following are the top five strategies that have a strong impact on employee engagement:

Share the Employee Engagement Plan with Individual Employees

How well everyone first comprehends the strategy will determine whether it is successful. The primary issues that require attention in different levels of employee engagement are as follows:

  • What does the strategy accomplish for the organization, and what is it?
  • How will it be done (via surveys, already-available data, etc.)?
  • What will be evaluated (employee feedback, productivity, customer satisfaction, etc.)?
  • Information about the employee survey and any subsequent revisions for employee performance.
  • What steps will the company take to raise its metrics?

Determine Action Areas for a Strong Workplace Culture 

An organization could not implement a successful employee engagement plan if there were no particular areas to monitor and address. Organizations should respond to the following two questions instead of attempting to address all drivers of employee engagement: "Which are the most important drivers of employee engagement?" and "Which of them might be dealt with with the resources at hand?" Careful resource planning and specific goals can make or break a solid strategy. Job satisfaction is the ultimate goal of determining specific areas which can impact professional development positively.

Set S.M.A.R.T. Objectives with Leadership Teams 

Defining S.M.A.R.T. objectives in the employee engagement model is an obvious step. An organization lacks direction in the absence of any goals. What does it hope to accomplish? What needs to be improved? What function does the strategy serve? These queries must all be addressed initially.

These objectives must also be S.M.A.R.T., or specific, measurable, achievable, realistic, and time-bound. Managers can effectively implement the plan and determine whether it is producing the anticipated results by keeping measurable organizational outcomes in mind.

Create an Action Plan for Improved Team Performance 

Once specific goals have been established, it is necessary to create an action plan for achieving them. At this point, defining key performance indicators (KPIs) and resource allocation are taken care of to make measuring progress easier. It is crucial to remember that the direct supervisors are responsible for the effectiveness of the action plan, which can be different for different types of employees. Employee engagement rates jump when they share the findings and suggest new initiatives.

Make Sustainable Development a Priority

A proper employee engagement plan includes the greatest ways to maintain engagement initiatives over time. Numerous studies and industry best practices advise businesses to:

  • Commit to a long-term plan that includes more than just a single poll.
  • Gain a compromise between the workforce and the leadership to improve collaboration.
  • Up until the target figures are reached, measure and optimize.
  • Align with corporate objectives for improved consistency.
  • Developing a successful employee engagement strategy takes more than one day. Only a continuous process will provide amazing outcomes.

Employee Engagement: Aspects of Employee Experience For Career Goals

Employee engagement is a crucial aspect of any successful organization for employee retention. It involves creating a positive work environment where employees feel valued, motivated, and invested in the company's goals and mission in the long run. By fostering employee engagement, companies can improve productivity, reduce turnover, and increase overall satisfaction among their workforce. Employee engagement strategies can include key drivers such as communication, recognition, and opportunities for growth and development. Both management and employees need to make concerted efforts to improve engagement by understanding employee engagement trends to create a more positive and productive work environment. Know your employee journey well.

Starting a mentorship program... Please look at Qooper!

"Out of the box, it has everything you need to get a mentorship program off the ground. It is easy to implement, easy to use, has an intuitive user interface and great customer service."

Lea B.
Tommy Bahama

G2 Rating Schedule a Demo