Employee engagement is a sense of purpose at work that creates extra energy and commitment. It’s clear that employee engagement and well-being are connected — and we know that research shows engaged employees means better business results.
When you invest in an employee’s well-being — their emotional, financial, physical and work well-being — they invest back in the company. In fact, when people feel supported by their employer, they’re:
- 38% more engaged
- 28% more likely to recommend their company as a great place to work
- 17% more likely to still be there in a year
What is employee engagement — and why it’s more than a buzzword
Company leaders want engaged employees, but very few know how to get there. In order to boost employee engagement, start with well-being. It’s crucial to show your employees you care about their well-being by providing resources, communication, reinforcement and encouragement. When you treat your employees with care and support their total well-being, it helps your employees reconnect to what motivates them in their jobs.
How to engage employees with 4 tested tips
1. Consider job design (and redesign)
Be thoughtful about the actual design of an employee’s job — consider the business problems the job is solving or if there’s the “right” amount of ownership. If employees indicate they’re bored or not challenged, re-engage them by redesigning their roles.
2. Empower employees and help find meaning
Push decision-making autonomy to the front lines. When you empower employees to step up, make their own decisions and pave their own path to success, you create a better workplace culture. Create mechanisms for employees to have a say and follow up by taking action based on what you hear. Encourage managers to talk to employees about how they contribute to the overall mission of the company.
3. Provide regular feedback and support growth & learning
Actively support employee growth by creating opportunities for challenge and movement (not just up). Ensure employees are learning new skills and offer stretch assignments in and outside of their role. Most importantly, make sure to provide regular feedback so your employees have the opportunity to actually grow.
4. Support employees holistically
It’s true that individuals feel more valued when their organization cares about the whole employee. At the leadership level, foster effective managers and make sure leaders know what is expected from them. For employees, offer activities and benefits that help them improve their physical, emotional, financial and work well-being. Value and treat your employees fairly by frequently recognizing a job well done and encourage them to recharge.
How Limeade can help
Improve engagement for all by turning insights into meaningful actions.
Measurement: Limeade Engagement utilizes several research-based methods for measuring engagement, including an annual survey, quarterly employee check-ins and frequent employee listening.
Insights: The real-time Limeade Engagement dashboard highlights employee engagement results with recommended activities for leaders, managers and employees to improve engagement. All results and recommendations are also delivered in manager and leader reports.
Actions: Limeade Engagement allows you to immediately act on the survey insights and implement recommended activities from the Limeade action engine. This includes dozens of activities that can improve engagement for employees, including those specifically for managers and leaders.
Ongoing Support: To ensure employees understand how to use the program, the Limeade Engagement communications playbook features templates for program and survey launch as well as follow-up emails. Limeade experts also assist with survey strategy, interpreting results and creating a strategic action plan.
Ready to improve employee engagement at your company? Request a demo.