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Employees engagement is more than just evaluating employee satisfaction; it is a measure of employee commitment, which drives firm performance and outcomes.

It is the process of including all employees in a discussion about how to improve your company and then involving each and every one of them in an action plan to achieve change.

This is a tried-and-true strategy for businesses of all sizes.

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 teams even more successful.

What Are the 12 Elements of Employee Engagement?

The 12 factors are divided into four categories: basic needs, management support, teamwork, and growth. These must be regarded as fundamentals.

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

Moreover, these 12 elements are based on an engagement survey issued by Gallup.

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.

Nevertheless, you can see those survey questions in the illustration below.

Elements of Empolyee Engagment

More so, while this technique appears to be simple, it still necessitates clear communication with workers and effective engagement meeting facilitation.

When reviewing engagement outcomes, employees frequently prefer to focus on what they cannot change.

“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.” 

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 an improvement plan and figure out how to measure and report progress against it.

More importantly, don’t forget to share your findings with others so that good ideas may be duplicated throughout the company as needed.

Sharing these results creates motivation and drive to continue developing your employee engagement initiative.

What Are The Cs of Employee Engagement?

What Are The Cs of Employee Engagement

So, how can you profit from a motivated workforce? Use the 3 C’s of employee engagement to make the most of your intranet.

Employees are the backbone of any business; make sure they have the tools to interact with your brand!

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.

Competence

Competence provides the employees with the ability to keep growing.

Regular workshops and training sessions are required to assist employees in acquiring a better level of 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.

While a career focuses on real advancement in terms of title, pay, benefits, and power, competency is the capacity to progress through taking advantage of chances.

Care

Care is hailed as the best talent of managers, allowing 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.

What Are The Top Five Drivers Of Employee 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.

The crucial 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, please encourage them to talk openly and honestly.

Thus, you will also collect invaluable insights about what is bothering them or reducing their productivity.

In addition, you might find out some creative ideas on how to solve those issues, which might be challenging to grasp as a manager.

Doing this is by making it clear to your employees that they won’t be punished or judged for their opinions but rather appreciated for their honesty. You can also consider making their feedback anonymous.

2.   Employee Rewards

Providing employee 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 choosing. However, please don’t make it so that only managers can assign points.

Allow employees to give points to their colleagues or managers. Use this reward system to show appreciation to your employees.

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 gift card to their favorite restaurant. Don’t forget to write them 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.

These are the most critical factors you need to develop great ideas, decrease wasted time, and increase employee engagement.

Consider using a collaboration tool to encourage your employees to share with each other, discuss ideas, and ask questions actively.

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.

Thus, misunderstandings can be easily avoided, and employee engagement can be increased!

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 give all involved all possible information and answer any questions they might have. 

Even though 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.

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, but instead show flexibility and trust.

In this way, you will demonstrate that you believe in your employees, ultimately increasing your employees’ engagement levels.

6.   Bonus Point | Create a positive office environment

Nobody wants employees who dread Monday because it means they will have to go to the office again.

Stress at work is one thing, but hating your office environment is the ultimate way to decrease your engagement!

Therefore, make sure that your office environment is positive and supportive, and reflective of your brand.

Small things, such as art pieces, decoration, office design, music, even an office pet, can make your office more inviting and fun.

Your employees should feel welcome in your office as if it is their second home.

Read More: How To Maximize Employee Performance Using Bravo Employee Recognition?

How Do You Explain Employee Engagement To Employees?

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 an employee is involved in a company’s business, everything at the company just appears to work better.

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 buy-in, engagement, and productivity you will receive in return.

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

Well, it is pretty simple.

Managers need to transcend this fact to their teams that everyone will be entitled to have an improved work-life with successful employee engagement.

This work-life will consist of everything that a person needs to grow as an individual.

To name a few, here is a list of some lucid impacts that employee engagement can create for the employees of a company.

  • 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

In conclusion, use this Ultime Cheat Sheet on Employee Engagement wisely!

Managing many employees can be difficult, so make sure that you tick daily the points mentioned in our list.

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

Go check out its excellent features here: www.getbravo.io

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