A Complete Guide to Upping Employee Engagement


Based on the following IOD Workshop, “Consistent Employee Engagement,” facilitated by Patricia Dammann. Click here to view this workshop.

Engaged employees are not just motivated employees; they are committed, passionate, proud, and crystal clear about their organization’s goals. They believe in their company’s mission, putting in discretionary effort that can significantly impact an organization’s value and brand.
So, why does employee engagement matter, and how can organizations foster it effectively?

 The Importance of Employee Engagement

 Consistently engaged employees are more fulfilled, benefiting from and positively contributing to their business environment. To name a few of these positives:

  • Enhanced Value and Brand: Engaged employees are your brand ambassadors and advocates. They contribute to your organization’s reputation and value.
  • Higher Engagement Scores: Increasing engagement scores is a goal because employees are genuinely involved and willing to go the extra mile. This discretionary effort can lead to improved performance and results.
  • Accommodation for Generational Differences: Accommodating unique working styles is vital in a multi-generational workforce. Engagement strategies can bridge the gap between generations, creating a harmonious work environment.
  • Increased Job Satisfaction: Engaged employees are satisfied with their work. They find fulfillment in their roles, which translates to higher retention rates.

Factors Driving Engagement

 Developing the most effective practices in employee engagement requires us to understand what drives it. Creating a culture of consistent employee engagement is crucial for employees to crave genuine involvement in your organization. Here’s how you can help establish it:

  • Focus on Employee Well-Being: A culture prioritizing employee well-being fosters engagement through a sense of gratitude and reciprocity.
  • Clear Goals and Expectations: Employees must understand their roles and how they contribute to the organization’s objectives.
  • Frequent Feedback: Regular feedback sessions help employees know where they stand and how to improve.
  • Asset-Based Feedback: Focus on what employees do well to build confidence and motivation.
  • Involvement in Decision Making: Giving employees a say in decisions encourages ownership and commitment.
  • Career Advancement: Providing opportunities for career growth shows employees that their organization values their future together.
  • Satisfaction from Work: Employee satisfaction contributes to engagement. Employees should find their work fulfilling.
  • Recognition and Rewards: Acknowledging and rewarding employees for their efforts reinforces active involvement.

Cultivating the Engaged Team

 To build a successful model of employee engagement, consider practices that address the needs of the employee:

  • Meeting Employees’ Basic Needs: Ensure you meet employees’ basic needs and that they are satisfied with their compensation.
  • Creating a Positive Employee Experience: The employee experience is a sum of meaningful moments between employees and their employers. Each interaction matters.
  • Flexibility: Implement flexible work arrangements to accommodate different needs.
  • Effective Change Management: Manage change effectively to reduce disruption and anxiety among employees.
  • Effective Communication: Use digital means for clear and effective communication.
  • Feedback Mechanisms: Establish feedback mechanisms to understand employees’ concerns and needs.

Other Important Considerations…  

 Assessing and Retaining Talent

Engagement assessments, surveys, exit interviews, and other feedback mechanisms can help organizations determine their employees’ feelings and pinpoint areas for improvement. Retaining high performers involves recognizing their potential, encouraging growth, and creating individual development plans.

Leveraging Social Media and Talent Management

In the digital age, organizations can leverage social media platforms to communicate with employees, attract top talent, onboard new hires, and provide ongoing training with existing employees. Organizations can also harness social media to turn employees into brand ambassadors, amplifying your organization’s message. Adapting talent management practices to ensure an up-to-date and engaged workforce is crucial, as 66% of organizations struggle with identifying, developing, engaging, and retaining talent.

Diversity and Social Media

Employees are considerably more likely to be engaged when they feel seen. Diverse workplaces make people of all identities feel more comfortable sharing ideas, incorporating feedback, or cooperating with a team. Thus, engagement is more successful when workplaces are diverse. Diversity brings different perspectives, ideas, and experiences to the table, enriching the work environment.

Final Thoughts

In short, make sure your employees are happy. Moreover, ensure their needs and goals align with the organization’s objectives. Engaged employees are valuable assets, drive better financial performance, increase customer satisfaction, and have higher retention rates. Employee engagement is critical to thriving in the modern workplace, and its economic impact is undeniable.

Sharpen your consulting and facilitation skills, human interaction and coaching skills, change management and process skills, systems thinking and culture change skills, metric development and feedback skills when you sign up for IOD’s Certification in Organization Development. Click here to learn more about this certification.

About the Author

Meet Teagan, your friendly beach-loving philosopher, proud mother, and Vice President of Programs at GIODN.
While she loves to soak up South Florida’s sunny shores, her mission is to make waves of positive change. As part of Duke University’s service-oriented leadership elite, Teagan has linked hands with schools, non-profits, and local governments to elevate communities near and far. From the Carolinas to California and all the way to Nosy-Be, Madagascar, Teagan has crafted remarkable uplift projects and has found unique ways of sharing their heartwarming impact all over the world. Her goal? To help worthy organizations flourish and make a real difference locally— where it really matters. 

Empathy. Authenticity. Optimism. Go Blue Devils!

Teagan is an active member of the Institute of Organization Development. Become a member today to enjoy more opportunities for continuous learning, meet OD Professionals and Industry Leaders, build upon OD Knowledge,  review OD Material, read monthly newsletters, access the membership directory, and more! Click here to learn more.


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