Top-performing companies understand that their people are their greatest asset. When employees are motivated and engaged, they leverage their potential, boost productivity, and contribute to sustainable business growth. Employees who feel a strong sense of belonging become a powerful force: they’re less likely to leave - saving time and money in hiring and training - and are more likely to drive productivity and innovation, bringing their best ideas and efforts to a company that supports them.
Despite this, many organizations struggle to see a positive return on their engagement initiatives. While most executives agree that engaged employees perform better, only about half report tangible returns, and only 37% view employee engagement as a top organizational priority.
Research from Quantum Workplace defines employee engagement as the strength of the mental and emotional connection employees feel toward their organization, their team, and their work. This engagement exists on three levels:
Work engagement
Team engagement
Organizational engagement
How engaged are your employees in their work, with their teams, and within your organization?
Who Holds the Key to Employee Engagement?
The truth is, everyone owns employee engagement. Each individual in an organization contributes to the quality of their relationships, the effectiveness of their teamwork, and the positive (or negative) energy they bring to work. Here’s a closer look at how each role contributes to fostering a culture of engagement.
Leaders
Model good behaviors
Cast a vision and strategy for engagement
Support and prioritize investment in engagement initiatives
Communicate with care
Human Resources
Prioritize alignment and accountability of strategy actions
Choose the right implementation tools and processes
Support and develop managers and teams
Managers
Build good relationships with each employee
Serve as a trusted sounding board for employee feedback and suggestions
Act on team results
Drive organizational priorities
Help employees develop and grow through engagement-driving behaviors
Employees
Provide honest, candid feedback
Brainstorm new and creative solutions that address their concerns
Hold up their end of the bargain when it comes to team commitments
What Really Engages Employees
According to Harvard Business Review, research conducted by Dorie Clark and Alexis Redding in November 2023 highlights four fundamental approaches to boosting employee engagement. These strategies provide a clear roadmap for leaders seeking to create a more engaged, motivated, and fulfilled workforce. Here’s how you can help your employees feel seen, heard, valued, and encouraged in ways that drive organizational success.
1- Help Your Employees Feel Seen Employees thrive when they feel individually valued, not just as part of a system. In a hybrid or remote work environment, this feeling of belonging can be challenging. Leaders must actively cultivate a culture that makes employees feel recognized, emphasizing connection and relationships, like fostering workplace friendships, to boost retention and workplace satisfaction.
2- Help Your Employees Feel Heard Creating a space where employees feel comfortable expressing their thoughts and ideas is crucial for engagement. Many employees feel their contributions are overlooked, often due to managerial barriers or organizational constraints. Addressing this gap—especially in a post-pandemic landscape—is essential to making employees feel they are an integral part of the organization’s future.
3- Help Your Employees Feel Valued Recognition goes beyond compensation; employees need consistent, genuine acknowledgment of their efforts. Managers often think they show appreciation more than they actually do. Simple gestures, consistent praise, and a culture that values authenticity contribute to employees feeling valued for their true selves, creating a more supportive work environment.
4- Help Your Employees Feel Encouraged Encouragement isn’t just about daily praise; it’s about supporting employees’ long-term career paths, even in flat organizational structures. While employees should take charge of their career goals, leaders have a responsibility to guide and mentor them, helping them align their personal growth with the organization’s vision. This strategic encouragement can foster loyalty and drive within the team.
To truly foster employee engagement, it’s essential to understand the emotional and mental connections employees have with their work, their teams, and their organizations. By focusing on these areas, making employees feel seen, heard, valued, and encouraged you can bring out their full potential and drive your organization’s success.
Start by reflecting on these areas and take deliberate action to foster a culture of engagement in your organization.
- November 2024
Nancy Nouaimeh
Culture Transformation and Organizational Excellence Expert
Shingo Alumni
Shingo Certified Facilitator
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