Employees engagement is more than just productivity. It combines employee commitment, satisfaction, and loyalty, all of which elevate performance and outcomes.

You may also improve your workplace engagement by including all your employees in a discussion about how they can become more engaged.

Since the concern is the engagement of the employees, asking and discussing it with the employees themselves is always a good idea: This is a tried-and-true strategy for businesses of all sizes.

Nevertheless, improving your employees’ engagement levels can be a daunting task!

This is why we have created a handy cheat sheet, where you can find a clear summary of what you can do to improve engagement in your company!

This cheat sheet can be helpful to any manager, CEO, and HR staff, who want to make their team display higher levels of engagement:

What Are the 12 Elements of Employee Engagement?

There are 12 employee engagement factors divided into four categories: basic needs, management support, teamwork, and growth. And these must be regarded as fundamentals.

These elements are hierarchical and shall be met in their respective orders.

Basic needs must be satisfied before moving on to management support. Before concentrating on teamwork, for example, management support must be robust. And likewise, growth requires thorough teamwork in action.

It is relevant to mention that these 12 elements are based on an engagement survey issued by Gallup.

Additionally, Gallup has spent many years establishing the science of employee engagement. After millions of surveys, interviews, and much in-depth study, they developed 12 assertions as the major drivers of employee engagement.

You can see those survey questions in the illustration below:

More so, while this technique appears straightforward, it still necessitates clear communication. Along with that, it also requires engagement facilitation.

When reviewing engagement outcomes, employees frequently prefer to bring up the changes that the company can make for them and not what they can change themselves.

“If I only were paid more, I’d be so much more engaged,” for example, or “If I had five more days of holidays every year, things would have been so much better.”

It is therefore important that the discussion moderator must target the discussion on what your team can change rather than what the team hopes the leadership would change.

Once they’ve decided on a specific issue to change, the team must commit to the relevant plan and figure out how to measure and report progress against it.

So, sharing the results will create motivation and drive to continue developing your employee engagement initiative.

Lastly, don’t forget to share your findings with others in regard to employee engagement. So that good ideas may be duplicated throughout the company as needed.

What Are The Cs of Employee Engagement?

So, how can you make the most of your workforce? Use the 3 C’s of employee engagement to leverage their presence and capabilities.

Here are the 3 C’s of employee engagement:

Career

When people join a company, they expect to make a career out of it.

Employees will feel like they belong to the organization if top management and immediate supervisors devote time to carving out their careers.

They are more involved when management assists them in furthering their careers.

It means that helping employees in their career development can substantially increase their engagement.

Competence

Competence provides the employees with the ability to keep growing.

Regular workshops and training sessions are required to assist employees in acquiring better skills and capabilities. The emphasis here should be on developing marketable talents.

After a few months, most workers search for opportunities to expand their competencies inside the organization so that they may progress and advance to the next level of their careers.

Most often, employees focus on advancement in terms of title, pay, benefits, and power. However, competency is often overlooked even when it is the real advancement since it allows employees to make progress in their careers throughout.

So helping employees understand it can improve their engagement.

Care

Care is hailed as the best talent of managers. It allows them to make employees feel like a vital part of their organization.

Managers must be kind and understanding of their employees’ personal issues.

Small daily loving actions toward employees make them feel as though they belong to the company and that the company belongs to them.

Employees, when cared for, definitely exhibit higher levels of engagement.

What Are The Top Five Drivers Of Employee Engagement?

The following employee engagement drivers may apply to any corporation, regardless of size or sector.

However, the important thing is to identify them early on and understand how to expand their advantages in your organization:

1. Encourage Your Employees To Speak Openly

Many employees avoid speaking their minds during the workday, which can lead to a lot of frustration. Therefore, encouraging them to talk openly and honestly can prove beneficial.

By means of this, you will also collect invaluable insights about what is bothering them or reducing their productivity.

In addition, you might find some creative ideas on how to increase employee engagement, which can sometimes become challenging for you as a manager.

An important consideration in this regard is to make it clear to your employees that they won’t be penalized for their opinions but rather appreciated for their honesty. You can also consider making their feedback anonymous.

2. Employee Rewards

Providing employees with rewards is probably one of the best ways to increase their engagement.

One way to do this is to give points after a job well done, which they can later exchange for a reward of their choice. However, managers should never assign employees points as it may prove counterproductive.

Instead, allow employees to exchange points with each other, so using the reward system, peer-to-peer appreciation can be implemented.

One idea regarding the rewards is to offer more vacation days or maybe tickets to a concert by their favorite artist.

Another suggestion is a company-sponsored dinner at an employee’s favorite restaurant.

Lastly, don’t forget to write your employees a handwritten thank you card to show that you genuinely appreciate their work and they have earned this reward.

3. Improve Collaboration And Teamwork

It might sound like a cliché, but teamwork and collaboration can be crucial to a company.

Collaboration and teamwork are the most critical factors when it comes to developing great ideas, decreasing unproductivity, and increasing employee engagement.

You may also consider using a tool that enables teamwork, such as Bravo, by encouraging peer appreciation.

4. Have Clear Objectives And Responsibilities

One of the most significant setbacks for high employee engagement is the lack of understanding of each employee’s objectives and responsibilities.

Misunderstandings lead to decreased engagement. Because, after all, how can your employees feel engaged if they don’t understand what their responsibilities are or what they are trying to achieve?

Therefore, whenever you start a new project or a task, make sure that you provide everyone involved with all the possible information and answer any subsequent questions.

And while this might lead to a more extended discussion at the start of the project, this will likely save you a lot of trouble in the future.

See, misunderstandings can be easily avoided, and employee engagement can be increased as a result!

5. Show Flexibility

As a manager, you need to treat your employees as professionals and give them room to operate as they see fit.

Don’t micromanage every little action they undertake; instead, show them that you trust them.

In this way, you demonstrate that you believe in your employees and their capabilities, which tends to increase their engagement levels.

6. Bonus Point | Create a positive office environment

Nobody wants employees who dread Monday because it definitely means lower productivity and engagement and compromised performance and results.

That said, one thing is demotivation on Mondays after a long weekend, but hating your office environment altogether means decreased employee engagement continuously and in the long run.

It is important to ensure that your office environment is positive and supportive so your workplace becomes a second home to the employees.

Small things, such as art pieces, decoration, office design, music, and even an office pet, can make your office more inviting and fun. Consequently, your employees develop into one family, eventually.

All this leads to increased employee engagement and desired results.

How Do You Explain Employee Engagement To Employees?

Employee engagement should be an existential factor for any successful organization. After all, your workers’ interest, engagement, and devotion to their work define your success.

When employees own the success and failure of their company as their own, everything at the company just appears to work better.

In addition to this, employee relations are a strategic issue that must be addressed by leadership, Human Resources, and line management.

The better your relationship with your staff, the more likely you will get engagement and productivity from them.

But how can you explain the importance of employee engagement to your staff?

Well, it is pretty simple.

You only need to make your employees understand that being engaged will benefit the company and help them become successful. It will also lead them to have a work-life that will consist of everything a person needs to grow as an individual.

Here is a list of some lucid impacts that employee engagement can create for the employees of a company. You can name a few to make your employees understand employee engagement:

They will have clear job expectations and will possess self-determination about their responsibilities.
They will be able to foresee the scope of their career path.
They will have access to continual learning for their career development.
They will be able to develop a sense of connection with the organization.
They will be able to receive continuous acknowledgment for their work.

Conclusion

Managing engagement can be difficult, but you can make use of his Ultimate Cheat Sheet on Employees Engagement wisely!

Moreover, if you want to get your hands on a one-stop-shop platform that could cater to all your employee engagement needs, BRAVO! is here for you.

Bravo suits both the employee and the company for enhanced levels of engagement. It uses its robust rewards and recognition functionality to make employees give their best by working with above-average engagement levels.

You can book a free demo of Bravo to witness its practical usefulness.