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Employee Engagement Strategy

Updated: Apr 16

Engaged employees work hard, stay in their jobs longer and make the most important contributions to their organization


What is employee engagement?

Employee engagement measures how enthusiastic and dedicated a worker is to their employer’s success. An engaged employee does not come to work for a paycheck; They care about their work and want to make meaningful contributions to the organization they work for.


When employees are fired from their office, they are generally considered useless. Some part of the problem is that they don’t think they are getting fair compensation, but are likely to be disconnected and not worth the workplace.



How to improve employee engagement

If you want to reduce turnover and increase employee enthusiasm, try one of these strategies to increase employee engagement.


1. Employee Intervention Survey

Think "up" not "down". When planning a business strategy for employee engagement, you need to know what your employees want and what is important to them. It's not about brainwashing and changing bosses and human resources without knowing their views.


Conducting an employee survey is very necessary. Ask them questions (prepare an online survey or questionnaire) and find out what they want and how it works for them. Or if anything is bothering them, the areas they want the company to check.



Think “up and down” rather than “up and down”. When planning a business strategy for employee engagement, you need to know what your employees want and what is important to them. It's not about brainwashing and changing bosses and human resources without knowing their views.


This data will help you understand your employees and their needs and reveal many undiscovered statistics.


Remember that every company culture is different, so set up a questionnaire that best suits your organization.


Once you have reviewed the employee survey data, it is a good idea to start with your employee engagement strategies. For example, if data reveals that managers or peers are not of adequate value, plan an appreciation and recognition program, be consistent with your efforts, and find ways to resolve the issue.



Remember! If your efforts are half-hearted, they will not show positive results. Don’t do it for it, but do it because you care about your employees.



2. Strong communication

How is your internal communication? Or how is communication between managers and employees?


Public communication between members of the organization is very important. It helps to discuss the ideas and problems faced by the employees and build confidence.


Employees are the building blocks of your organization, and you need to update them and include them in all small/large discussions.




3. Show them what you care about

If an obvious problem is identified, it should be implemented. Most importantly, it should be visual, especially if you discuss it with them. Another way to increase engagement is to listen to each other’s opinions and know that they contribute to change. Use your internal notice boards to show what you did in response to what your employees said.


4. Share good practice and ideas between teams

There is nothing greater than appreciating your ideas and methods, so make sure your employees have the opportunity to share and showcase their best work. Peer-to-peer learning through conferences or through the Talent Development Platform is a great way to build engagement and build and strengthen relationships between your employees.


5. Have an employee voice

Satisfaction surveys once a year are not enough to assess how your company is performing. You need to facilitate channels where every employee can raise issues and provide feedback. To do this, consider using forums where your team can broadcast issues and get feedback from their peers and managers.




6. Understand individual learning styles and preferences

If you understand how your employees learn - whether they want to work independently or in groups, for example - you will find out a lot about how well they work and the ways in which they engage in projects.




You should also consider when and how long a person can study. This is a very important point when it comes to online training: you will find that some employees thrive on personal training, while others are ideal for coordinated and collaborative learning. Your Talent Development Platform offers customers a variety of ways to interact with their course.


7 . RECOGNIZE TOP PERFORMERS

Employees are engaged when their work is valued by the organization and help employees achieve long-term goals. Regularly showing that you recognize and appreciate the efforts of employees is a common gesture that goes a long way in congratulating them.


Reward the best performers with a cash prize, a day off, a gift card, or a massage gift certificate to their favorite dining area - meaning to your team and matching your core values. In addition, provide a platform for employees to identify with their peers; Respecting and congratulating their team members can help employees become more engaged.



8. Offer your employees flexible working hours

The traditional "butt-in-seat" approach to work is changing.

It is unscientific to expect 9 to 5 workers to be physically present when working from home in the evenings and on weekends.


Most committed employees want to move forward in their careers. But they need some comfort to drop the kids off, take them out of school and spend time with family.


It must be available. If your employees go back at 5 am for a pediatrician appointment and leave at 3 am to work until midnight, they are eligible for that flexibility.

Many employers - especially in professional services - recognize the value of comfortable work arrangements.