{"id":1040,"date":"2022-08-19T15:52:46","date_gmt":"2022-08-19T15:52:46","guid":{"rendered":"https:\/\/mo.work\/uncategorized\/employee-engagement-strategies-for-a-better-workplace\/"},"modified":"2025-04-03T13:20:37","modified_gmt":"2025-04-03T12:20:37","slug":"employee-engagement-strategies","status":"publish","type":"post","link":"https:\/\/mo.work\/insights\/employee-engagement-strategies\/","title":{"rendered":"Employee Engagement Strategies for a Better Workplace"},"content":{"rendered":"\n

Employee engagement strategies that worked ten years ago don\u2019t necessarily have the same success now. Businesses have faced many challenges over the last two years and are continuing to take their first tentative steps after shifts that changed our working lives. Things now operate differently, and how and where you work has changed. So much so, that a recent survey found only 13% of working parents said they wanted to return to \u2018the old normal\u2019<\/a>.<\/p>\n\n\n\n

With a range of working models now popular, from fully remote to full-time office-based, your employee engagement strategies must fit with the new world of work.<\/p>\n\n\n\n

What Are Employee Engagement Strategies?<\/h2>\n\n\n\n

Employee engagement<\/a> is a measure of how enthusiastic, invested, and passionate employees are about their careers and roles within an organisation. When employee engagement is high, companies \u2013 for the most part \u2013 tend to be more successful.<\/p>\n\n\n\n

That\u2019s because a highly engaged workforce performs better, is more productive and represents the company passionately. Good employee engagement is linked to high morale and job satisfaction.<\/p>\n\n\n\n

In contrast, poor employee engagement is linked to poor performance, low morale, high turnover of staff and higher rates of sick leave.<\/p>\n\n\n\n

What Makes a Good Employee Engagement Strategy?<\/h2>\n\n\n\n

So we know that employee engagement benefits companies considerably. But how do employers achieve excellent employee engagement?<\/p>\n\n\n\n

Well, that\u2019s through a practical, well-thought-out employee engagement strategy. An employee engagement strategy is a plan for how you as an employer will keep all your staff engaged with the company. And it\u2019s about documenting the results from each initiative to fine-tune your strategy.<\/p>\n\n\n\n

How to Measure Your Employee Engagement Strategy<\/h2>\n\n\n\n

Employee engagement can be measured in various ways. One popular way to measure employee engagement is through a survey, asking employees for their opinions (anonymously, of course), which means you end up with accurate data to analyse.<\/p>\n\n\n\n

Feedback-intensive appraisals, exit surveys and productivity levels are other ways to gauge your employees\u2019 engagement.<\/p>\n\n\n\n

The telltale signs of disengaged employees typically come from high turnover, low morale and sickness absence rates.<\/p>\n\n\n\n

5 Employee Engagement Strategies<\/h2>\n\n\n\n

1. Prioritise the wellbeing of your employees<\/h3>\n\n\n\n

More and more, employees are demanding a positive work-life balance. Your employees\u2019 health and well-being<\/a> directly contribute to your company\u2019s success \u2013 or failure. As an employer, it\u2019s your responsibility to ensure that your staff are happy and not burnt out.<\/p>\n\n\n\n

After all, healthy, happy employees take fewer sick days, are more passionate about their work and are less likely to change jobs.<\/p>\n\n\n\n

How you can do this can take many forms, including ensuring your leaders discuss workloads with their teams and flagging when more help is needed to support their staff. Salary benchmarking is also another way you can ensure people feel fairly compensated for the work they are doing.<\/p>\n\n\n\n

Then alongside the above, you could organise team days away to promote relationships outside of work, subsidise a gym membership or even provide access to meditation apps.<\/p>\n\n\n\n

2. Provide employees with regular feedback<\/h3>\n\n\n\n

As humans, we always want to learn and improve. The more constructive feedback we receive about what we are doing right (or wrong), the more we can fine-tune our day-to-day role and build our skills.<\/p>\n\n\n\n

Feedback to your employees can come in many forms, both formal and informal. Whether it\u2019s a simple \u2018well done\u2019 after they\u2019ve completed a great piece of work, a recognition post on your employee recognition software<\/a>, or a monthly one-to-one, your people need to feel appreciated and seen.<\/p>\n\n\n\n

We care about doing good work. So when there\u2019s something your team members could improve on, let them know so that they can do better next time.<\/p>\n\n\n\n

3. Ensure your onboarding process is fun and memorable<\/h3>\n\n\n\n

As the old saying goes, \u201cYou don\u2019t get a second chance to make a great first impression\u201d. And it\u2019s true; your new employee\u2019s first day \u2013 or week \u2013 in your company tells them everything they need to know.<\/p>\n\n\n\n

Think about how many times you\u2019ve joined a new company and sat twiddling your thumbs for most of the first week. You had no logins, a few IT issues, your staff card wasn\u2019t ready, and nobody had free time to show you around.<\/p>\n\n\n\n

What kind of first impression does that create? For most, they\u2019d feel like a burden, and with little work to do, their first week may be dull and uneventful.<\/p>\n\n\n\n

You can avoid all those negative first impressions with a thoughtful, fun onboarding process <\/a>that leaves new employees with great memories.<\/p>\n\n\n\n

How you achieve a good onboarding process<\/a> is up to you, and the steps you take will depend on your company, whether you\u2019re remote or in the office.<\/p>\n\n\n\n

4. Recognise your employees<\/h3>\n\n\n\n

Often, employees only hear from supervisors and higher management when something is wrong. Their stomachs do somersaults when they\u2019ve been summoned to a manager\u2019s office, wondering what they did.<\/p>\n\n\n\n

Instead, wouldn\u2019t it be nice if your employees found out it wasn\u2019t something they did wrong; in fact, it was the opposite; they were doing a great job? Appreciation<\/a> for a job well done can go a long way.<\/p>\n\n\n\n

Recognising your employees is a critical way to ensure they feel important, showing them that their hard work is recognised by management. Happy, motivated workers are 12% more productive<\/a> than those who are demotivated and think their efforts are rarely noticed. Recognising great work consistently results in higher productivity.<\/p>\n\n\n\n

5. Offer employees ongoing learning opportunities<\/h3>\n\n\n\n

Henry Ford once famously said, \u201cThe only thing worse than training your employees and having them leave is not training them and having them stay.\u201d And while Henry Ford operated in a different era and on a larger scale, his words still ring true today.<\/p>\n\n\n\n

Companies that offer comprehensive training programmes have a 218% higher income per employee than companies without formalised training<\/a>.<\/p>\n\n\n\n

Learning shouldn\u2019t stop at age 16 or 21. It should be a lifelong process.<\/p>\n\n\n\n

Your employees are the same; they might have a master\u2019s degree in English or a PhD in Software Engineering, but most will always be keen to learn more. And employees that are happy and learning tend to stay longer in those companies, saving employers a fortune on recruitment.<\/p>\n\n\n\n

So, how could you help provide your employees with ongoing learning opportunities?<\/p>\n\n\n\n

One way is you could provide subsidised help towards qualifications or part-time courses, offer access to training courses online, or you could organise weekly, fortnightly or even monthly lectures on different topics.<\/p>\n\n\n\n

6. Employee engagement tools<\/h3>\n\n\n\n

As Elon Musk puts it, \u201ca company is only as good as its people\u201d. So, what are you doing for yours?<\/p>\n\n\n

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