employee engagement

Embracing Employee Engagement

Having happy employee's is something all companies should strive for. But that doesn't automatically mean that you have a high level of employee engagement

71% of managers feel that employee engagement is one of the most important factors when it comes to overall company success. Considering this, it might come as a surprise to know that, worldwide, only 15% of employees are engaged with their work. Employee satisfaction doesn’t automatically mean your employee’s are engaged.

What is employee engagement?

Employee engagement is defined as the emotional commitment an employee has to an organisation and its goals. An engaged employee understands the importance that their impact has on their company. They don’t just work for the sake of getting paid, but for the goals and vision of their organisation. This kind of engagement can, more often than not, be the difference between an employee doing the bare minimum and going the extra mile.


How do I make sure my employees are engaged?

There are tons of good methods you can implement to ensure your employee’s are engaged in the workplace. Below, you’ll find just a few of our favourites!

Share your company vision

A massive 61% of employees don’t know their company’s mission statement. It would be hard to expect employees to work towards your companies goals if they’re unaware of what those even are. Make sure you have clear and defined goals for where you want your organisation to go, and more importantly, take your employee’s on that journey with you.


As simple as it sounds, this is one of the most important factors in keeping your employee’s engaged. This has become more important than ever with most companies having to take their operations remote. If employee’s feel as though they’re not in the loop when it comes to what’s going on in their organisation, their engagement will soon dwindle. This goes for all levels of management. Make use of your communication tools, like Slack or Teams to regularly update your staff. Weekly 1-to-1’s are also a great way to get personal and check in with your employees.


When talking about acknowledgement, a lot of people might instantly assume we’re talking about praise. Praise is great—recognising your employees for the hard work they do definitely makes a change to their overall engagement. But you should already be doing this. Acknowledgement means the simpler things. Things like wishing your colleagues a good evening, saying thank you or asking them about their weekend.


Nobody likes to be told they’re not doing a good job. However, you should never be afraid to ask your employees for feedback. Don’t blindly assuming you’re doing a terrific job without giving your employees the chance to tell you otherwise. This is the perfect recipe for an unhappy workplace environment. More importantly, when you do get given feedback, take steps to act on it rather than ignoring it.

Put an emphasis on mental health

We’ve spoken before about how important mental health is in the workplace. Making sure you have a safe environment for people to share mental health struggles is detrimental to employees feeling more engaged. It relates to a lot of the points we’ve already spoken about—it encourages communication and makes employees feel acknowledged. If your employees “feel that their companies and leaders care about them”, they’re more likely to feel enthusiastic about their work. Start a conversation around mental health. Make sure you have trained mental health first-aiders or even schedule some wellbeing sessions with external companies.

Don’t force it.

It’s important to remember that employee engagement is not something that can be forced—this can be easily sussed out. The only way to truly have it succeed is to create an environment where your employees naturally want to work towards the success of the company. This will lead to a boost in employee engagement, satisfaction and an overall healthier working environment.


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