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What Are the Elements of Employee Engagement?

By Stephen Jolley
Illustration of a meter with different faces on it, ranging from happy to sad.

What is employee engagement?

For all of our HR friends, employee engagement is a hot topic. It seems to be the answer to retaining talent, employee productivity, and a way to lessen the impacts of “The Great Resignation”—and that’s all great! But before you can take advantage of the benefits, why don’t we answer the questions “what is employee engagement and why is it important?”

image with text - are your employees happy at work and satisfied with your company?

Employee engagement is described as an emotional commitment an employee has to an organization, or simply put: are your employees happy at work and satisfied with your company? It’s not even rocket science; when employees are happy and engaged in the work they do, it’s better for everyone.

Motivosity can help you better understand employee sentiment and make forward steps to engaging your employees. We’ve compiled a list of 9 elements of employee engagement. It might be meaningful if, while reading, you reflect on whether your employees would agree with the statements or not.

These elements can help you identify ways to increase productivity, retention, and engagement. If you introduce these principles in your organization, before you know it, you’ll have a team of engaged employees who are happier at work every day!

Elements of Employee Engagement

1. I consistently receive praise or recognition on a weekly basis for the work I’m doing.

#ThanksMatters! We all want to be recognized and feel appreciated for the work we do. Genuine recognition motivates employees and creates a sense of accomplishment.

When we talked with employees and HR leaders, it’s common to hear that organizations are missing the mark. Only about 1 in 4 of employees feel that they are recognized weekly—that sends shivers down our spines. Motivosity users average 3-4 appreciations per employee every month.

Increasing recognition reduces absenteeism, turnover, and drastically improves workplace happiness. When gratitude is a centric part of company culture, it not only impacts the receiver but promotes a positive connection for the giver and observers. Win-win-win!

2. I’m in a position to do my best work often

Being able to accomplish your best work is a balance of doing what you love, utilizing your best skills, and feeling enabled to making an impact. Managers that allow and encourage an employee to do what they do best should be considered your company’s secret weapon.

By getting to know your employees personally, knowing where their talents play best, and then putting them in a position to use said talents, you can see positive impacts to both profitability and retention!

3. I have the right tools and clear expectations for me to do good work.

Building a sense of belonging at work is fueled by a joint understanding of expectations. When employees are equipped with the right tools to do their job and have clear expectations they are able to commit themselves better.

Managers have an important frontline role in setting expectations so employees can focus and deliver on what matters most. Managers that hold regular 1 on 1’s with employees and help set short-term priorities can quickly reset and align expectations together.

4. I feel cared about as a person and have someone that encourages my development.

Navigating a career can be challenging and employees want to know someone is looking out for them! No one wants to feel like they are just a number. Employees need to feel valued. When employees feel equipped and supported to balance their personal and work lives, they are more likely to advocate for their employer.

image with text - The most successful managers know their employees as individuals, give recognition, and—most importantly—show respect.

If your former employees have cited “lack of growth and development” as a top reason for leaving, you’re not alone. It’s a common top reason employees leave a job. The most successful managers know their employees as individuals, give recognition, and—most importantly—show respect. These actions tend to elevate managers into mentors which builds loyalty and helps employees be more receptive to coaching.

5. I feel listened to and encouraged to share my opinion

Are you listening to your employees? Providing input that actually gets heard is a top way for employees to feel valued. Gone are the days of the know-it-all manager; leaders that seek out input and then act on it make more informed decisions and generate pretty positive business results!

A great way to start is finding ways to measure employee sentiment through an eNPS survey more than once a year. We recommend capturing eNPS quarterly and then making sure to take action or at a minimum address the common needs from those results. We are big fans of Ted Lasso and can’t help but think about “Fixing the water pressure” from the suggestion box. Check out Logan’s webinar to learn more about leadership tips from Ted.

6. I agree with the mission and values of my company

image with text - Where you work wouldn’t matter if a job were just a job.

Where you work wouldn’t matter if a job were just a job. This engagement metric aims at the emotional need employees have to do something impactful! Employees want to believe in the company’s mission and feel that their job is important. Often times the values and mission are just words on a wall or in an employee handbook.

At Motivosity, we take pride in finding ways to make company values more impactful through outward gratitude and value-based recognition in the workplace When the values and mission of your company resonate with you, you’re more likely to stick around—even when offered a 10% raise somewhere else.

7. I have positive social interactions at work.

People naturally want to build meaningful relationships, but that doesn’t mean forcing work friendships! Studies show that top performing teams tend to have a common trend of creating strong, and meaningful relationships. Great managers actively look for opportunities to get together and encourage team members to get to know each other.

We’ve found fun ways for team members to interact organically through interest groups within Motivosity. Make it easy for your employees to connect with peers that have similar hobbies and interests; you’ll see better work relationships because of it.

8. I have both formal and informal discussions about my progress.

Employees need to know where they stand and where they’re headed. This doesn’t always mean formal reviews or 360 evaluations. Great managers and business leaders should set aside time for frequent checkins, but also clearly define areas of improvements through formal coaching discussions. Your employees should leave these interactions feeling connected, renewed, and uplifted; not the other way around.

9. I’m presented with opportunities to grow at my company

The desire and need to learn and grow is a natural instinct. Companies succeed when employees learn and grow within! Managers should help set short-term and long-term goals and guide their employees as they take on new challenges.

A manager that can help elevate their employees to take on new responsibilities or involve team members in new ways is a valuable asset. These efforts help create more loyalty to the company, as well as happier and more engaged emplpyees. Keeping record of these goals in a succession plan means better transitions when the time comes).

Motivosity’s full suite offering helps HR leaders and managers implement engagement programs that drive real results. Check how Listen can help your organization gather real time date and insights on your company engagement using eNPS and pulse surveys.

Sources:

  • https://www.gallup.com/workplace/356045/q12-question-summary.aspx