There is a long-standing dialogue regarding how employees should interact with and contribute to their organizations. However, the responsibility to foster a conducive environment for employee engagement doesn't solely rest on the shoulders of the workers. Company leaders, including managers and executives, play a crucial role in shaping a workspace that not only engages employees but also promotes job satisfaction.
Engaged employees significantly influence a company's overall performance, creating a domino effect that strengthens the entire organization. It's clear: establishing an employee engagement app is important for the long-term success of a business.
How to determine engaged employees
According to Gallup, there are three types of employee engagement.
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Engaged Employees:
Employees feel a strong connection to their organization and are passionate about work, actively contributing to company success. -
Not Engaged Employees:
These employees are emotionally distant from their work. They accomplish what´s needed but lack enthusiasm. -
Actively Disengaged Employees:
These employees may actively undermine the efforts of their more engaged counterparts, contributing to a negative workplace environment.
The alarming part is that the study shows around 70% of the workers in the US are not engaged in the workplace. That means 7 out of 10 employees are disengaged or even hostile towards the company.
A survey conducted by Bain and Company, questioning 200,000 employees from 40 companies across 60 countries, adds to this narrative, revealing three disconcerting trends regarding engagement:
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The longer the employees remain at the company, the less engaged they are. The most experienced workers with the deepest knowledge of the company process were typically the least engaged.
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More disengagement at the frontline. Engagement scores decline at the lower levels of a company, which implies that upper management doesn't recognize the dissatisfaction of frontline employees.
Sales and Service show the lowest levels of engagement. At the frontline, where most interactions with the customers happen, the employees seem to be very disengaged.
Why Is Employee Engagement Important?
When employees are engaged, they are more productive, more likely to stay with the company, and provide better service to customers.
When employees are disengaged, not only does productivity suffer, but the company also risks higher turnover, low morale, and poor customer service. Disengaged employees cost companies billions in lost productivity, poor customer service, and higher turnover. Engaged employees are more likely to innovate and contribute to a positive workplace culture, which can be a competitive advantage in attracting top talent.
To attain successful outcomes, companies must invest in effective employee engagement strategies that genuinely make their team members feel valued and included.
Section 1: Employee engagement strategies
To reach the goal of having highly engaged employees, there are 10 employee engagement strategies that you as a leader can take.
1. Set clear expectations
One of the biggest frustrations employees face is a lack of clarity about their roles and responsibilities. Clear expectations help employees know what’s expected of them and how they can meet or beat those expectations. When employees know what success looks like, they feel more in control and motivated to perform.
Managers should review and communicate performance goals regularly and provide specific and measurable outcomes. This creates a transparent work environment where employees feel empowered to own their tasks and therefore more engaged.
2. Communicate clearly and constantly
Communication is the foundation of any engagement strategy. Whether it’s sharing news, discussing goals or providing feedback, open and regular communication keeps employees informed and on track with the company’s mission. Leaders must use various communication tools to ensure everyone gets the important information on time. Clear communication creates a sense of inclusion and transparency, which are key to implement employee engagement strategies.
A great example is how Domino's Pizza fostered employee engagement during the pandemic with a dedicated employee engagement app called 'Domino's Chat'. The app allowed them to reach all employees daily, sharing COVID updates and monitoring progress, which resulted also in smoother operations.
3. Benefit from employees' knowledge and talent
Every employee brings their own set of skills and experience to the table and it’s up to leadership to acknowledge and use those talents. Older, more experienced employees in particular can provide valuable knowledge of the company’s history and processes, making them key to engagement. Recognizing those talents not only boosts morale but also makes employees feel their contributions are valued. This level of recognition can make employees more motivated to get deep into their work.
4. Establish shared values
A set of core values that are strong and consistent can unite employees and create a sense of shared purpose. When employees feel they are working towards a common goal that aligns with the company's core values and their values, they will be more engaged. Establishing and communicating those values throughout the organization ensures every team member knows and buys into the company’s mission. Baking those values into daily work life from team meetings to performance reviews will reinforce an engaged culture.
5. Maintain customer focus
Customer satisfaction is directly linked to employee engagement, especially for frontline employees who interact with customers every day. By helping employees understand how they contribute to customer experiences, businesses can create a sense of purpose and ownership. This understanding drives engagement as employees see the outcome of their work. Ensuring all employees, from customer service to the executive team, are aligned with the company’s customer-first approach is key to high engagement.
6. Use customer stories to promote vision
Collect and share customer stories that demonstrate how your products or services have made a difference. These narratives can boost employee engagement by showing team members the direct impact of their work.
7. Listen to your employees
Feedback is a two-way street and listening to your employees is just as important as providing guidance. Frontline employees often have the best understanding of day-to-day operational challenges and their input can lead to big improvements in processes and customer service. Creating open forums or using engagement platforms where employees can voice their concerns and suggestions not only makes them feel valued but also drives innovation and efficiency.
8. Empower frontline decision-making
Enabling frontline employees with the authority to make decisions in real time creates ownership and accountability. When employees feel trusted to handle issues on the spot, they will be more engaged and motivated. Empowerment not only improves job satisfaction but also customer service, as employees can resolve issues quickly and effectively without bureaucratic delays.
9. Embrace failure as a learning opportunity
Fear of failure can kill creativity and engagement. By creating a culture where mistakes are seen as learning opportunities, not setbacks, leaders can foster innovation and growth. Employees who feel safe to experiment and try new things will be more engaged and contribute to continuous improvement. Encourage teams to reflect on failures and what they learned to build a more resilient and motivated workforce.
As Thomas Edison said: “I haven't failed, I just found 10,000 ways that don't work.”
10. Maintain open dialogues
Transparency is one of the best employee engagement strategies. Whether sharing wins or challenges, leaders who are open and honest with their teams create an environment where employees feel safe and valued. Regular one-on-ones, team updates, and company-wide town halls will ensure employees feel informed and part of the decision-making process. This openness reduces uncertainty and creates a positive, engaged culture.
Section 2: Advanced Tips for Enhancing Employee Engagement
1. Personalized Training Programs
One-size-fits-all training doesn’t engage employees. Personalized training programs tailored to an employee’s specific career goals and interests can boost engagement and retention big time. By offering learning paths, whether through workshops, mentorship programs, or online courses, companies can show they are investing in each employee’s growth.
Employees who see a clear path for their development within the company will stay in their role and continue to improve their skills, benefiting both themselves and the company.
2. Work-Life Balance
The importance of work-life balance in today's hectic world can't be stressed enough. Burnout and disengagement often come from an imbalance between work responsibilities and personal life.
Companies that support flexible working arrangements, such as remote work or flexible hours, enable employees to balance their professional and personal lives effectively. This flexibility leads to higher job satisfaction, better mental health, and increased productivity. By offering wellness programs, encouraging time off, and promoting work-life balance, companies can create an environment where employees feel valued and heard and ultimately boost employee retention and overall engagement.
3. Peer Recognition Programs
Recognition from peers can be as powerful as recognition from leadership. Employees feel more validated when their colleagues acknowledge their hard work and contributions. Peer recognition programs create a sense of belonging and community within teams.
Whether it’s a simple “thank you” or a more formal program like “Employee of the Month,” peer recognition can drive engagement by making employees feel appreciated and valued by those they work with. These programs create a positive feedback loop where employees will contribute their best work knowing their peers will recognize and appreciate their contributions.
4. Regular Check-ins
Annual performance reviews are common but often don’t provide timely employee feedback to boost engagement. Regular, more frequent check-ins between managers and employees ensure communication flows and issues are addressed before they become big problems. These conversations allow employees to share their challenges, successes, and feedback, and managers to offer guidance and support.
Regular check-ins also show the company values employee input and will lead to a more engaged and motivated workforce. Incorporate these into your weekly or biweekly routines to ensure alignment and continuous improvement.
5. Transparent Career Pathways
Nothing disengages an employee faster than the feeling of being in a dead-end job. Offering transparent career progression plans is key to keeping employees motivated and engaged. When employees can see the opportunities for growth within the company, they will work towards those goals.
Transparent career pathways should include clear criteria for promotions, skill development programs, and leadership opportunities. Employees who feel their efforts are leading to career advancement will be more committed to the company’s long-term success, reduce turnover, and boost engagement across the organization.
Section 3: Fine-Tuning Your Employee Engagement Strategy
An effective employee engagement strategy is not set in stone; it's dynamic. It requires ongoing assessment and fine-tuning. This could mean running an annual employee engagement survey to gauge effectiveness or updating training programs to better meet employee needs.
Measuring Engagement
Employee engagement metrics can provide a lot of insights but don't underestimate the power of qualitative feedback. Open forums, suggestion boxes, and one-on-one interviews can offer deeper understandings that can enhance your employee engagement strategy.
Company Culture as the Bedrock of Engagement
A positive workplace culture is the base of any employee engagement strategy. When company values align with employee values, engagement will flourish. A positive company culture that promotes inclusivity, recognition, and growth will drive higher engagement.
Leaders must actively build this culture by promoting behaviors that encourage employees and support teamwork, transparency, and innovation. Regular team-building activities, recognition events, and open forums for discussion can all contribute to a culture where employees feel valued and empowered. When employees feel their contributions are respected and they belong, engagement will naturally increase and overall organizational performance will improve.
Leveraging Technology
In this digital age, technology can be a great enabler to improve and increase employee engagement. Platforms like Speakap can offer innovative solutions tailored to your organizational needs.
Conclusion
Employee engagement strategies are critical components that affect a company's bottom line. Leaders have a significant role to play in creating a workplace environment that not only retains employees but also enriches their professional lives. Regular employee engagement surveys can provide actionable insights into what's working and what needs adjustment.
Implementing formal training programs, encouraging work-life balance, and continually improving employee engagement are ongoing processes. The most successful companies are those that make a genuine, sustained effort to engage their workforce, leading to happier employees and more successful outcomes.
So if you're curious to improve employee engagement in your organization, Speakap's employee engagement app offers customized solutions that fit your needs.