60 Surefire Ideas That Will Impact Employee Engagement Today
In the most recent Gallup U.S. Mood survey, 67% of workers were reported as being disengaged. It’s no wonder business and HR executives are consumed in finding ways to improve employee engagement.
Here’s a guide we compiled from leading authorities, as well as our own views, on what employee engagement is. Not just what it is, but things you can do as an organization to impact it starting today.
(PS. While you’re here, check out what our clients have to say about how Motivosity has helped them increase their employee engagement and company culture.)
What is Employee Engagement and an Engaged Culture?
1. When Your Employees Say No
Paul Herbert via FistfulofTalent says,
"You will know you have employee engagement an employee at some level in the company says “no” to a promotion, job change, raise, etc., because it doesn’t benefit the company long-term."
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2. When Your Employees Give Their Best Every Day
We’ve all experienced those days when it is tough to be motivated at work. We’re human after all. But if you have the right culture -- and engaged employees -- you’ll find that those uninspired days are more of the exception than the rule.
3. When Employees Spread Your Employer Brand
Craig Fisher Employer Brand Leader of CA Technologies says,
"An employer’s brand should be built from the inside out. Just as part of an organization’s marketing message should come from its customers, the employer brand should be championed by its employees. For better or worse, they are the vehicles by which the message will be conveyed on blogs and social networks."
4. When Your Employees Actively Recruit Others
Remember that time you had an amazing dinner at that amazing restaurant, and how you told all your friends about it? Same thing with your employees.
If your employees are so enthusiastic about your culture, that they tell their friends and actively recruit them to work there, you have an engaged culture.
5. When Your Employees Acknowledge Each Other
Steve Browne of Everyday People says,
"People want to be acknowledged for what they do. This is more basic than appreciation. That is key and important, but we need to step back and acknowledge folks."
6. When Your Employees Go The Extra Mile
It’s one thing when your employees do the bare minimum to get by. But when you see your employees regularly going the extra mile - for no other reason than they love where they work - you know you have an engaged workforce.
7. When Your Employees Feel Attached to the Company
Alison Doyle over on The Balance says,
“Employee engagement, also known as worker engagement, is a measurement of an employee’s attachment to his job, coworkers, and company.”
8. When Your Employee is Committed to the Company
In sports as in business, it’s easy to be a fair weather fan. It’s easy to gripe about frustrations, put in half-hearted efforts when the chips are done, or jump ship the first time of struggle arises. But those employees that stay true no matter the circumstance are those that are truly committed.
The more of those you can create in your organization, the more engaged your workforce truly is.
9. Knowing What Makes Your Employees Tick
“Knowing what makes your employees tick. Very cool! It is amazing that most engagement efforts never take this step. Movements are designed in HR and then launched on the company without any input from employees. Take this vital step to gauge the temperature of your workers before you take any further steps."
10. Your Employees Put in Discretionary Effort Into Their Work
Perhaps one of the biggest indicators of an engaged culture is how much of your employee’s discretionary effort is put into mundane tasks.
It’s easy to get excited about high-visibility and exciting tasks. But what about those mundane, everyday tasks?
If you find your employees putting their discretionary efforts into all of their tasks, chances are, you have an engaged employee base.
To summarize, here are 10 healthy signs that you have engaged employees:
1. When Your Employees Say No2. When Your Employees Give Their Best Every Day3. When Your Employees Spread Your Employee Brand4. When Your Employees Actively Recruit Others5. When Your Employees Acknowledge Each Other6. When Your Employees Go The Extra Mile7. When Your Employees Feel Attached to the Company8. When Your Employee is Committed to the Company9. Knowing What Makes Your Employees Tick10. Your Employees Put in Discretionary Effort Into Their Work
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Who is Responsible For Employee Engagement?
11. Company Leaders Own Employee Engagement Design
"In this new world of empowered teams, how do we “design” the organization to drive customer results, employee engagement, and a focus on quality and communication? How do we reward people, what roles do leaders play, and how do we move people from team to team as the business evolves?"
12. Executives and Managers Own Employee Engagement
Jim Holincheck, formerly of Gartner (and currently with Workdsay) says,
"I was asked the question "who owns talent management?" on an industry analyst panel… last week. I answered that the HR organization does not own talent management, it helps enable talent management. Executives and managers own talent management."
13. Managers Own Employee Engagement
Kris Dunn the HR Capitalist says,
"…a bad manager can override whatever it is you're trying to build/sell culturally. A great manager becomes their own solar system - developing a culture within their team that transcends whatever you're trying to build globally.
I think culture is probably best delivered at the managerial level. That's why I think that anyone working on culture in a company has to look at the area of performance management."
14. Leadership Owns Employee Engagement
Nisha Raghavan over at Your HR Buddy says,
"If the management feels that engaging employee is only HR’s responsibility alone then the whole effort would be of no use. All leaders from the top management to the front line managers should play a role in engaging the employees. Most of the time employees quit not the company but their managers. In fact front line managers should be accountable to the senior management for the way they treat their team members."
15. Leadership Can Kill Employee Engagement
Jennifer Miller at The People Equation says,
"There are innumerable ways that leaders kill employee engagement. That’s not their intention, but it is often the unfortunate outcome."
16. Managers Are Responsible for Creating a Happy Environment
The HR Gazette says,
“A manager’s responsibility is this: To create an environment at work in which it’s easy to be happy. Whether or not employees take this opportunity is up to them, and you simply can’t force people to be happy…
“Top management’s responsibility is to enable managers to create that atmosphere where it’s easy to be happy at work.”
17. Managers and Senior Leaders Own Employee Engagement
Over at Monster, they report,
"Managers and senior leaders are responsible for driving engagement by recognizing employees, developing them, and filling them with belief in the future of their organization.”
18. Top Leaders are the Source of Employee Engagement Problems
Chris Penttila at Workplace Diva says,
“...,the attitude of the manager you report to impacts your own attitude which in turn rolls downhill to impact your subordinates' attitudes on the job. So, we may have to look to the top leadership as the source of our national job ‘engagement’ problem.”
19. Human Resources Owns a Part of Employee Engagement
Many are quick to dismiss HR as being the organization that is ultimately accountable for employee engagement.
And while that may be true (they have so much on their plate already!) they are often the first line of refuge employees seek when things start going wrong.
With that in mind, HR in a very real sense owns a big part of employee engagement.
20. Everyone Owns Employee Engagement
Peter Hart, writing over at HR.com says,
Employee engagement is a “we” thing. It’s a state of connectedness not a state of mind. Employees are engaged when everything they experience in a company just “feels” right – when it feels connected and aligned. And, that happens when everyone – when “we” – are working together on engagement.”
Who then, is responsible for employee engagement?
1. Company Leaders Own Employee Engagement Design
2. Executives and Managers Own Employee Engagement
3. Managers Own Employee Engagement
4. Leadership Owns Employee Engagement
5. Leadership Can Kill Employee Engagement
6. Managers Are Responsible for Creating a Happy Environment
7. Managers and Senior Leaders Own Employee Engagement
8. Top Leaders are the Source of Employee Engagement Problems
9. Human Resources Owns a Part of Employee Engagement
10. Everyone Owns Employee Engagement
Read more about why peer-to-peer recognition will change your business today
13 Reasons to have a peer to peer recognition program
When Do You Start Working on an Engaged Culture
21. Employee Engagement Starts at the Very Beginning
Bob Corlett, founder of Staffing Advisors puts it bluntly,
When should you start your employee engagement efforts?
22. Start Today (No Matter Where You’re At)
They say the journey of a thousand miles begins with a single step. So does creating an engaged culture. It doesn’t matter if you are just starting, or are years into the process - start (or start improving) today.
23. When Absenteeism Starts to Increase
The folks over at Barrett Rose & Lee point out an important statistic,
“When employees feel dissatisfied, are not as invested in the work they produce or discontented with managers, the level of absenteeism increases, leading to less productivity. Unscheduled employee absenteeism costs an average of 9% of payroll.”
24. When Employees Leaving Affect the Employees Staying
Jennifer Costa writing over at FurstPerson says,
"When an employee leaves, especially for what co-workers perceive to be a better opportunity, this can crush morale, leading to a ripple effect on the workers who stay… While a “leaver” may not have been productive, they may still have had a positive influence on co-workers, providing social cohesion to the group and leading to decreased work-performance by the “stayers” once this person has left.”
25. When Customer Service Complaints Rise
Susan Moore at Gartner says,
"Employees with higher levels of engagement care more about customers. It’s not surprising, then, that many organizations have discovered that employee engagement scores correlate strongly with customer satisfaction scores.”
26. When Silos Appear
John Mattone writes,
Silos, distrust between departments, and disenchanted employees Silos, distrust between departments, and disenchanted employees certainly don’t signify operational excellence or success. Understand and measure employee engagement… A healthy culture along with engaged employees is the winning combination for maximizing operational success and making your organization a great one to work for.”
27. When Performance Lags
Gallup's 2016 Q12 Meta-Analysis confirms what we all know,
"Top quartile business units outperform bottom quartile units: 10% in customer loyalty/engagement, 21% in profitability, and 20% in productivity.”
28. When Employees are Just Punching the Clock
PwC has an interesting take on employee engagement,
"That’s the value of engagement: employees who are most committed to their organizations put in 57% more effort on the job—and are 87% less likely to resign—than employees who consider themselves disengaged.”
29. When Your Innovation is Down
Diana Neves de Carvalho over at Innovation Excellence says,
"...engagement brings about innovation… Over the next five years, the most innovative companies in the world will grow at a rate of 62.2%, as compared to a 21% average for all the businesses analysed.”
When do you begin?
1. Employee Engagement Starts at the Very Beginning
2. Start Today (No Matter Where You’re At)
3. When Absenteeism Starts to Increase
4. When Employees Leaving Affect the Employees Staying
5. When Customer Service Complaints Rise
6. When Silos Appear
7. When Performance Lags
8. When Employees are Just Punching the Clock
9. When Your Innovation is Down
Where Do You Start
30. It Starts With Leadership
Bob Corlett, founder of Staffing Advisors says,
"To inspire top performance from your employees, they need to know what's important about their jobs and why they're working to achieve results… Ultimately, the best way to demonstrate the importance of the work is through your own engagement. Employees notice your level of commitment. They look at who you hire, what you pay, what resources you provide and the attention you pay to helping them succeed."
31. It Starts at On-Boarding
Kevin Martin of i4cp says,
"Best-in-Class organizations are utilizing a formal onboarding process to drive positive impact in the pre-hire and through the new employee's first year with the company. In fact, at Best-in-Class organizations, onboarding is seamlessly integrated with both recruitment and performance management.
32. It Starts at Recruiting
Sharlyn Lauby, founder of HR Bartender, says,
"...in order for employees to be engaged, they have to fit with the culture. Meaning that cultural fit needs to be an important part of the recruiting process."
33. It Starts With Management
Jamie Lawrence, Managing Editor at HRZone suggests engagement is impacted with the relationship of the employee and their immediate manager,
"How much autonomy does the [manager] provide?
Does the [manager] trust the employee?
Does the [manager] micromanage the employee?
Does the [manager] provide opportunities for learning?
Feedback is desired but never given.
Feedback is critical and non-constructive."
34. It Starts With Happiness
Jenna Evans over at Women of HR quoting Sonja Lyubomirsky, Ph.D., professor of psychology at the University of California says,
"...if you implement a daily dose of positivity, your employees will be more engaged and motivated, which will lead to better job performance, – ‘happy people frequently experience positive moods and these positive moods prompt them to work actively towards new goals."
35. Kill Your Company Culture if it Sucks
Lance Haun over at The Starr Conspiracy Intelligence Unit says,
"It’s okay to kill your company culture, especially if it sucks."
36. Start With Your Most Engaged Employees
Ben Eubanks over at upstartHR says,
"...maybe we should be focusing on making sure those engaged employees get the best service that the [company] has to offer. If we consider it logically:
1.It helps to maintain or improve engagement levels
2.It helps to prevent a slide toward disengagement
3.It might help to drive additional results from those individuals
37. Start With Treating Your Employees Better Than Your Customers
Mike Haberman at Omega HR Systems says,
"The guest experience will never exceed the team experience. To my way of thinking that is a major key to success."
38. Get Rid of Dissatisfied Employees
Rakshita Dwivedi at HR Thoughts says,
"Some dissatisfied employees will only add more negative vibes to the system. More they stay in the organization worse impact they have on the others. Letting them go will save a lot of fuss later"
39. It Starts With You
Here at Motivosity we believe that no matter who you are, or what role you play in an organization, employee engagement starts with you.
You don’t have to have a formal responsibility or title to be a leader. It doesn’t take a company initiative or mandate. You simply have to choose to be a champion of happiness and good in the organization.
Happiness is contagious. So is engagement.
Here then, is where you should start your employee engagement efforts:
1. It Starts With Leadership
2. It Starts at On-Boarding
3. It Starts at Recruiting
4. It Starts With Management
5. It Starts With Happiness
6. Kill Your Company Culture if it Sucks
7. Start With Your Most Engaged Employees
8. Start With Treating Your Employees Better Than Your Customers
9. Get Rid of Dissatisfied Employees
10.It Starts With You
Why Should You Care about Employee Engagement?
40. Unengaged Employees Are Detrimental
"If your employees aren’t engaged, that’s a serious detriment to your employer brand, and that’s what going to translate down the pike."
41. Employees Will Go Above And Beyond
"Employees that are engaged will care about your business as much as you do. They'll go above and beyond and try extra hard to do their jobs the best they can and give incredible service to customers. The research is very clear on this, engaged employees lead to more successful organizations."
42. Culture is Central to Success
"Culture is central to success in this new organization. Without a clear, meaningful, and well-aligned culture, networks of teams cannot share information, communicate, collaborate, and avoid competition."
43. Talented Employees Are Pivotal to Success
Arie Ball, most recently VP of Talent Acquisition at Sodexho reported,
"Our product to our clients is our people, our ability to attract and retain talented employees is pivotal to our company’s success."
44. Employee Attrition is Costly
Aaron Queen over at EffortlessHR says,
"...In 2014, only 26% of business leaders thought it was important to retain employees; now in 2015, 50% of businesses believe that it is vital to find a way to keep your best talents. Sadly, even if CEOs admit that engagement matters, 60% of them don’t have a program to improve and measure this engagement.
45. Reduced Absenteeism (aka Fake Sick Days)
Helen Traceyat HR Potential says,
“There’s something inately [sic] human that seeds doubt in our minds about whether people’s illnesses are genuine, especially when it comes to absence in the workplace...
“...more than three quarters of GPs feel under pressure to issue sick notes (DWP survey).”
46. Lost Productivity is Expensive
Victor Lipman, writing for Forbes says,
“One especially substantive Gallup study, including over 350,000 employees, estimates the annual cost in lost in lost productivity at over $450 billion.”
47. Engaged Employees Serve Customers Better
“Engaged employees mean happy employees, and happy employees serve customers best. Providing great service is important in every industry, and it's hard to get employees who don't care about their job to want to provide great service.”
48. Engaged Employees Help Each Other More
Margaret Jacoby writes,
“Employees who are engaged tend to focus their time working on objectives that not only improve their daily work processes of other workers as well.”
49. Everything Gets Better
Gallup makes a great point,
“When a company raises employee engagement levels consistently across every business unit, everything gets better.”
While we feel the reasons why you should care about employee engagement are obvious, if you need a quick reminder, here they are:
1. Unengaged Employees are Detrimental
2. Employees Will Go Above And Beyond
3. Culture is Central to Success
4. Talented Employees Are Pivotal to Success
5. Employee Attrition is Costly
6. Reduced Absenteeism (aka Fake Sick Days)
7. Lost Productivity is Expensive
8. Engaged Employees Serve Customers Better
9. Engaged Employees Help Each Other More
10. Everything Gets Better
How Do I Create an Engaged Culture?
50. Gather Regular Employee Feedback
Says CEO Tracy Maylett of DecisionWise says,
"We try to practice what we preach… Some of the areas we’ll always focus on… are gathering regular feedback (employee surveys and team communication) and ensuring we have the 'MAGIC' – Meaning, Autonomy, Growth, Impact, and Connection."
51. Create The Right Employee Conditions.
"...about how we create the conditions in which employees offer more of their capability and potential"
52. Make Sure Your Employees Have a Voice
Proven reports that you should,
"...make sure all employees have a voice and feel comfortable approaching peers and leaders regardless of title."
53. Make Work Meaningful
"...[make] work meaningful [by connecting] day-to-day tasks with the mission of your organisation."
54. Respect (and Protect) Personal Lives
"[in order] to keep people inspired, fresh and happy, the organization has to support them. Job seekers are savvier than ever and will turn on a dime: a company that touts ‘long hours in the trenches’ translates as ‘doesn’t respect my need for a life outside of work."
55. Allow Employees to Unplug at Night
"Most white collar jobs currently have no ‘unplugged’ off the clock hours any longer. People are connected from the moment they wake until the moment they go to sleep, many even getting up during the night when they hear notifications coming in on their devices.
That’s a problem. That’s an organizational problem because we will see burnout at a faster rate than ever before. I am starting to hear about organizations that are shutting down email servers at 6pm and not turning them back on until 5am, trying to force their employees to shut it down and refresh, even shutting down during the weekends. It’s a drastic step, but one some organizations feel is the right one."
56. Make Employees Happy
China Gorman says
"…early in my career the notion of employee happiness didn’t register as a leadership imperative, I now believe that creating a culture that… delivers happiness to employees is quite clearly a practical and effective way to achieve top line growth, profitability, customer loyalty and, most importantly, employee loyalty."
57. Let Employees be Human at Work
Susan Strayer LaMotte, Founder and CEO of exaqueo says,
"...being human at work makes work better... No one works in a vacuum. If you want your employees to be engaged and more productive, you have to recognize they're human. And so are you."
58. Encourage Friendships at Work
Trish McFarlane, founder of HR Ringleader shares some bad advice received early in her career,
"The idea that HR is an island and we are “nobody’s friend” stuck with me for years. This likely meant I missed out on some really great relationships in my lifetime. But, I’m not bitter. I have learned in the past few years that being myself (professional when needed, fun when it makes sense) is the best approach. I don’t mind clients getting to know me personally… It’s a much more human, caring way to work, and I love it!"
59. Put Employees at the Center of Engagement (not Business)
Jon Ingham reminds us adeptly,
"...if there was one area that shouts out the need for a people centric stance it's got to be engagement.
Why? Well if you don't do this… [if your only] desire to do engagement [is] to fix something in the business then you're not going to get engagement."
60. Acknowledge and Reward Business Contributions
Rich DeMatteo at Corn on the Job, says,
"One of the easiest things you can do to keep your top employees happy is acknowledge and reward their contributions to the business. Although many managers and company owners don’t bother to make the effort to congratulate employees on a job well done, or for their continued hard work, it is something that is actually of extreme importance to workers."
As a reminder, here again are the best practices on how to create the right employee engagement environment:
1. Gather Regular Employee Feedback
2. Create The Right Employee Conditions
3. Make Sure Your Employees Have a Voice
4. Make Work Meaningful
5. Respect (and Protect) Personal Lives
6. Allow Employees to Unplug at Night
7. Make Employees Happy
8. Let Employees be Human at Work
9. Encourage Friendships at Work
10. Put Employees at the Center of Engagement (not Business)
11. Acknowledge and Reward Business Contributions
Check out Motivosity's Free Trial to see how you can implement these ideas today!
For even more ideas check out Snacknation's list of 59 employee engagement ideas