How to Engage Employees: 8 Tips From Industry Leaders
Mastering the art of employee engagement is no easy feat, especially when every workplace is different. Team engagement is influenced by a variety of ever-changing factors, which makes it difficult to motivate employees as a manager or executive.
However, there are a few surefire ways to keep employees motivated and engaged in the office, and we can learn a lot from the successes of other noteworthy organizations. Take a look at how eight leaders from across the country and with various backgrounds engage employees in the workplace.
Table of Contents
- Quick Review: What Is Employee Engagement?
- Why Is Employee Engagement Important?
- How to Engage Employees
Quick Review: What Is Employee Engagement?
Before we dive in, let’s first recap our previous discussions on what employee engagement is. Employee engagement is defined as the degree to which employees are passionate about and invested in the work they do, as well as the company they work for. Workforce engagement is closely related to job satisfaction, but one does not guarantee the other — employees can be incredibly satisfied in their job without being engaged.
Employee engagement is a complex idea that describes the emotional connection employees have to their job. Highly engaged individuals not only want to do well in their roles, but they want to help the company achieve its goals. These employees believe that their work positively contributes to their team’s and the organization’s success.
Why Is Employee Engagement Important?
So, why should you care? In short, highly engaged business units are more productive, profitable and likely to retain their top talent than companies with low levels of employee engagement. To further illustrate the positive impact employee engagement can have on your business, take a look at the statistics below.
Companies with a highly engaged workforce boast a 10% increase in customer rankings.
Not only that, but these business units also see a 20% boost in sales as a result of their high engagement levels.
Highly engaged business units are 20% more productive.
When employees truly care about the work they do, they’re more invested in their roles and efficient with their time, leading to a significant improvement in productivity.
Actively disengaged employees cost the U.S. economy between $438 to $605 billion in lost productivity annually.
Disengaged employees are those that couldn’t care less about being at work. They’re the individuals that will undermine your top performers and your company’s success. Not only that, low employee engagement will cost you money.
Organizations with high levels of employee engagement boast 41% lower absentee rates.
Prioritizing employee engagement means investing in your team members, which will help you improve retention and attendance.
How to Engage Employees
Now that you understand the benefits of a highly engaged workforce, you can work to effectively engage your employees. Remember that your team is comprised of unique individuals who may respond better to certain employee engagement ideas than others.
The key to meaningfully engaging employees and keeping them motivated is to talk to them. Find out how they enjoy receiving feedback, how they want to be recognized, what they value most about the office environment and what they’re passionate about. Your long-term goal should be to develop an employee engagement strategy that’s carefully tailored to your team and its unique needs.
Keep in mind that engagement levels will shift as you onboard new team members, launch in new markets and expand your business. Implement an employee engagement survey to track your progress and keep a pulse on your team’s engagement levels. If you notice a dip in a certain sector of your strategy, it may be because you need to increase your efforts. Or, your team’s values may have evolved and they’re now responding better to a different approach. Either way, you won’t know unless you ask.
In addition to regularly measuring employee engagement, it’s always helpful to get suggestions from teams who have a highly engaged workforce. Read on for employee engagement insights from eight company leaders.
Prioritize diversity and inclusion
Creating a company culture welcoming of all individuals is crucial to engaging your employees. By celebrating diversity and making inclusivity a central part of your office environment, you send an overwhelmingly supportive message to your employees: leadership values individuality and wants employees to flourish, both as people and professionals.
Creating an inclusive team is important to the leaders of StratEx, an objective they’ve achieved by launching an employee engagement group, “StratEx Spectrum.” “Since the inception of this group, Spectrum has sponsored several creative and educational events that have brought our company together in a new way to help us better understand and support the people we work with every day,” says Gretchen Van Vlymen, Vice President of HR at StratEx.
The initiative was developed to help educate employees about their peers’ background, identities and unique perspectives. Doing so helps colleagues form meaningful connections and provides the company with a deeper understanding of its employees’ values.
Promote transparency across all levels
Having confidence in the leadership team plays a large role in engaging employees. In fact, almost two-thirds (61%) of employees report having trust in senior management as key to their satisfaction. People want leaders they can count on to guide the company forward, and they want to know that their efforts are making an impact. Include employees in conversations about strategy development, market growth and any setbacks your team may experience.
The team at Optimizely makes a point to keep all employees in the loop. “We share regular updates about board meetings, strategy, finances and deals — the good and the bad,” says Claire Vo, Vice President of Product. “Through this culture of transparency, we hope that all of our Optinauts feel engaged and a sense of ownership over the work happening throughout our company. At Optimizely, there are no closed doors to making an impact.”
Organize social outings
Employees are more likely to engage with their jobs if they feel a connection to the people around them. Social events, such as happy hours, team dinners and sponsored lunches foster personal relationships and strengthen professional ones. This translates to improved communication between colleagues, which opens the door to new ideas and breakthroughs.
“Before coming to System1, I didn’t realize how important weekly happy hours would be,” says Carrie Yu, Data Analyst at System1. “Happy hours create an opportunity for people to talk to peers in other teams both on a work-related level, as well as a personal one. It opens up an avenue for going to those peers later with questions, for additional knowledge, or just being able to foster a friendship that wouldn't have been otherwise possible,” adds Yu. System1 hosts weekly happy hours to help engage employees across the board.
Plan volunteer opportunities
Volunteering has been shown to strengthen employee relationships and encourage individuals to engage more intimately with their work. Not only that, but 89% of U.S. workers believe companies that offer volunteer opportunities boast better work environments. Social events allow employees to form personal relationships, but volunteerism helps establish deeper connections founded on shared interests and passions.
Chicago-based talent acquisition platform, Yello, made volunteering a central part of its company culture. “Yello’s volunteer initiatives started the same way all our best ideas start — with our employees,” says Jen Meza Vice President of People at Yello. “A group launched our volunteer committee, Yello Cares, to organize volunteering events the whole company can participate in.”
Volunteerism unites employees toward a shared goal and creates a dialogue around giving back. Meza adds, “team members have the opportunity to introduce their coworkers to initiatives they are passionate about.”
Encourage employees to take ownership
Employees engage with their work more if they feel they have skin in the game. Giving them the chance to lead a meeting or spearhead a project will help them connect with their work on a different level. That can be the difference between job satisfaction and true engagement.
Jonathan Petrovich, Customer Success Operations Manager at LA-based EZ Texting, states, “owning processes and providing actionable feedback is essential.” Not only does this approach promote flexibility and communication between teams, but it provides employees the opportunity to make a tangible impact on the organization’s success. “Ownership is key at EZ Texting — it’s stressed on every level. For my team, we’re always incorporating different and new processes to reach our team’s goals,” adds Petrovich.
Give every employee a seat at the table
You never know where the next big idea will come from. Similar to encouraging an owner-mentality across your team, giving employees a voice makes them feel valued and fosters an important emotional investment in the company’s success. Open up the conversation to all employees — even the most recent hires — and let everyone know that ideas are always welcome.
CrunchTime, a restaurant management platform located in Boston, MA, breaks down communication barriers to engage its employees. “CrunchTime values the ideas and inputs of every employee,” says Stephen Stone, Marketing Manager at CrunchTime.
“Because most of our employees have restaurant experience, we are always thinking of new and innovative ways to improve restaurant management processes,” he adds. “New hires often bring the most recent restaurant experience, and their insights into how modern restaurants work are valuable for a company that is innovating restaurant management.”
Recognize and reward employees
If you’re wondering how to motivate employees, you’ve probably considered some type of monetary reward. However, there are easy ways to engage and motivate employees in the workplace — without money. Simply put, employees want to know that their contributions to the company and culture don’t go unnoticed.
Employee recognition is a form of positive reinforcement; by acknowledging the great efforts individuals put in, you encourage them to repeat the behavior, which prompts their peers to do the same. Companies that make a point to recognize employees based on values see a 90% positive impact on employee engagement. Rachel Kopp, Vice President of People Operations at OrthoFi, believes core values “serve as guidelines to help us determine which behaviors we reward and which behaviors we coach.”
“We use an employee recognition tool where every member of our team can reward points to a fellow team member and select the core value associated with the reward,” Kopp adds. “In our monthly all-hands meetings, we select and award our ‘Core Value Conquistador,’ someone who exemplified the selected core value in the prior month.” This approach helps employees bond with each other and form relationships built on more than just deadlines and monthly quotas.
Lead by example
If the C-suite and managers aren’t engaged, employees certainly won’t be. In order to motivate employees to achieve great results, leadership needs to believe it’s possible. Andy Dey, CTO of Denver-based Vertafore, believes his role “is to enable and facilitate my teams to do their best possible jobs by supporting them and proactively removing roadblocks.”
“Because our collective intelligence is greater than any one individual’s capabilities, the best way to win together is to motivate and empower the team and instill a belief that anything is possible if we put our hearts and minds into it,” Dey adds. Engaging deeply with your own work will urge employees to do the same.
Employee engagement is good for business, so make it a priority in your organization. Follow this advice, and you’re on your way to engaging employees and excelling in your industry. If you’re not yet convinced of the power of employee engagement, check out these 41 statistics on the importance of engaging employees.