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Employee Engagement: Ideas, Strategies & How to Improve

Employee engagement serves a number of benefits to businesses. In fact, having productive employees can be the difference between succeeding over your competitors or crumbling to them.

Many businesses find keep tabs on employee productivity and engagement to be challenging. After all, having difficult conversations with employees and monitoring employee engagement statistics are just two elements of successfully ensuring employees remain engaged.

However, certain strategies can be implemented to make employee engagement simpler to understand and improve. This article covers the factors that contribute to high levels of employee engagement and possible employee engagement initiatives you can begin taking.

Employee Engagement Ideas, Strategies & How to Improve

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What is Employee Engagement? – Definition & Meaning

Employee engagement is often confused with employee satisfaction. While the two terms do have some overlap, engagement is not synonymous with pleasure, passion, or satisfaction.

While employee satisfaction focuses solely on job satisfaction, engagement goes a step further than that. Engagement takes into consideration the employee’s level of motivation, productivity, and commitment (emotionally, socially, and physically) employees have to their work.

Emotional commitment involves employees truly caring about their work, and not simply coming to work for a paycheck.

What is Employee Engagement – Definition & Meaning

Engaged individuals work toward the business’s common goal, have deeper commitments to their job, and embody their company’s core values.

Employees use discretionary effort when they are engaged. This means they are willing to go the extra mile for their company, even without being asked.

Such employees see their own success as being directly tied to the business’s success, so they work hard to ensure both they and their team as a whole perform the best they possibly can.

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Employee Engagement – Why is Critically Important & List of 10 Benefits

The entire organization, from newly recruited associates to C-Level executives, benefit from having engaged and satisfied employees. Many businesses have huge peaks in revenue when they start to invest in their employee’s engagement.

A large number of business professionals now recognize engaged employee populations do not simply correlate with success, but rather, they are the root cause of success.

Some businesses thrive solely because their only competitive advantage is high team performance as a result of high engagement rates. Yet, there are even more reasons to invest in employee engagement.

Here is a list of 10 benefits of employee engagement:

  1. Increased employee wellbeing; better physical and mental employee health.
  2. A boost in employee happiness.
  3. Improved employee satisfaction scores.
  4. Stricter work attendance and lowered absenteeism. Specifically, reports cite an up to 41% drop in absenteeism
  5. Higher employee retention rates and reduced employee turnover.
  6. Increase in the organizational level of loyalty.
  7. Higher quality customer service.
  8. More productive employees.
  9. Boost in revenue of up to 20%.
  10. Higher profit margins.

Employee Engagement – Strategies & Ideas

Every business should have a unique, tailored approach to improving its engagement with current employees. However, a few strategies are universally recognized as effective for almost any industry or business.

The following is a list of the top data-backed employee engagement strategies you can start implementing today.

Employee Engagement Surveys

Successful organizations consistently collect data to measure how effectively they are currently implementing their strategies.

Surveys can be a helpful tool when accessing how well your business is meeting its engagement goals.

Employee feedback can be used as a tool to find new ways to identify gaps in engagement you may have otherwise never known existed.

You will be able to see where your team needs help, where you are excelling, and how you are performing over time.

Recognize Employees for Their Effort

To attract the best talent and retain a cohesive team, you will need to create a competitive and transparent compensation structure. Employees hate when their managers ignore their effort and talent.

Instead, try to recognize when employees go above and beyond. Let them know you see them working hard and their effort is valued at your company.

Show you appreciate their effort through either financial bonuses or non-financial rewards, such as an extra paid day off or a shout-out.

Promote Equity, Diversity, and Inclusion Within the Workforce

Ensuring all employees have access to company materials, hiring diverse team members, and giving everyone an equal voice over their future are key elements to building long-lasting and engaged employees.

This is especially true with younger productive employees, who value when businesses include DEI as a part of their company culture. A recent report found that 83% of millennials are actively engaged if they believe they work in an inclusive workplace.

Offer Career Growth Opportunities

Satisfied Employees are more likely to stay engaged if they understand the company’s mission and the path forward, as well as the role they play in the business’s success.

This includes investing in professional employee development opportunities, offering mentorship programs, and promoting current employees after displaying their interest in the company’s success.

Investing in your employee’s future not only makes them more engaged in the present, but it also makes employees more interested in staying with your company long-term.

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Employee Engagement – List of Examples With Pros & Cons

Status plays a key role in determining engagement rates with employees. Disengaged employees often have reasons for their disengagement, and usually stems from dissatisfaction and employee apathy toward a business’s mission.

Here are a few employee engagement ideas which target the core drivers of engagement:

Giving Adequate Resources and Making Employees Comfortable

Sometimes, employees are disengaged because they do not have the right tools to work with or they simply feel uncomfortable at work.

Ensuring they have access to all the materials they need, employees begin to enjoy their work more and productivity soars. If this need is not met, employees make dislike their work experience and lose their drive to achieve organizational goals.

Provide Fair Compensation

Effective managers understand the importance of proper employee compensation based on employee performance.

Employees often feel taken advantage of if they are not paid fairly, thus leading to internal employee competition or higher turnover. If you do pay your workers fairly, employees are more committed to their work.

Give Employees Power Over Their Futures

Employees need to have some amount of control over their future for their work to be worthwhile and meaningful.

Otherwise, employees begin to feel helpless and their productivity will suffer, as they are always looking for others to take action instead of taking initiative themselves.

Employee Engagement – List of Examples With Pros & Cons

Understand the Power of Teamwork

Ensure your employees are collaborating and that everyone has access to company/department communication channels. When this is done, employees freely speak with one another and they are more motivated to achieve the organization’s goals.

If no teamwork is present, the risk of tensions and conflicts rises and managers may have to spend more time mitigating conflict rather than improving customer experience or removing barriers to professional growth.

Levels of Employee Engagement

There is usually a hierarchy of employee engagement levels within a workplace.

In general, employees can be classified into one of four engagement levels.

Highly Engaged Employees

These employees truly enjoy coming to work and have a positive outlook on their job. They feel a bond with their team members, develop passion and motivation, as well as generally maintain positive feelings toward their colleagues and managers.

These individuals are also the most likely to stick with a company long-term, due to their emotional commitment to the business’s success. Often, highly engaged employees go so far as to even engage and motivate those around them.

Moderately Engaged Employees

A moderate engagement level indicates an employee likes their job and moderately positive views toward their employer/manager. While they do like the company, they can also be critical and see flaws clearer than highly engaged individuals.

Moderately engaged employees rarely seek out additional employee experiences, meaning they may not reach their full potential. Something holds these employees back from fully committing to their job.

Barely Engaged Employees

Barely engaged employees do not have a strong opinion about their employer. In fact, they may not care for their employers at all. This type of employee goes to work mainly for the paycheck.

The purpose behind such an individual’s work is to do the bare minimum to get paid, and they are not invested in the company’s goals or mission. This engagement subcategory is often associated with high turnover rates, as barely engaged people could be researching other jobs.

Disengaged Employees

Disengaged employees dislike their work and employer. They do not care about the organization’s values, mission, or goals. Also, these individuals are at the highest risk of leaving the business as they are not committed to the company at all.

Likely, disengagement will occur when employees are truly ready to move on to another job opportunity or when they realize a business is not the right fit for their lifestyle or value structure.

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Employee Engagement – How to Improve

No matter how engaged you may think your employees are, there is always room for improvement. Start by optimizing your employee onboarding process.

Onboarding is the employee experience with your brand, so ensure you make your values clear. Specifically, mention the role employees will play within the organization.

Ensure recruits understand what makes you unique, what makes the culture appealing, and so on so they have a reason to resonate with the company. Rewarding employees play a critical role in retaining their top performers.

No employee wants to feel ignored by their manager, but they do love feeling appreciated and recognized. When someone goes above and beyond for the business, state that you see their effort.

Consider giving them some sort of reward, either monetarily or not. Healthy workplace habits can also improve an employee’s engagement levels. Allow your employees to take breaks, as this will lead to more productivity over time. It also lets employees know you care about their wellbeing.

Ensuring the office is comfortable for employees eliminates one of the top potential causes of disengagement. Employees are also more engaged when they are personally invested in their employer’s mission.

To get your employees emotionally invested, you must first explain your values, mission, and long-term goals to your workers. Ensure that your actions as a leader align with those goals and values.

By being clear with what matters to you, employees are more likely to become enthusiastic about coming to work each day (especially if the company’s mission resonates with them).

Employee Engagement – How to Improve

Employee Engagement – How to Measure Progress

The most common way to measure employee engagement efforts is by asking your employees directly through surveys. Such surveys measure satisfaction, contribution rates, motivation, and other factors which contribute to a business’s task force overall engagement rate.

To truly make these surveys meaningful, they should be tracked over time to assess for improvement and compared against similar competitor’s engagement. The surveys do not have to be lengthy.

In fact, they can only be a short questionnaire, but you will not get much insight into the root causes of disengagement if your surveys contain very few questions. Without knowing the details, taking action to boost engagement can be challenging.

To get a deeper insight into engagement, use extra effort to form 50-80 question surveys, which should cover more than just one area of engagement. Open-ended questions are a great way to gain insight into specific issues within your team.

Also, consider performing performance reviews on your employees. Coupled with the surveys, such direct reports will give you specific data on employee productivity, which can an indicator of engagement.

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Employee Engagement Outcomes – Business Case

Many businesses experience increased sales, better customer satisfaction, and more positivity when their employees become engaged. You may be curious about the specific statistics and case studies that prove this point.

Here are just a few examples of employee engagement contributing to business flourishing:

Business Case #1: Increased Productivity

Your employees are ultimately the key drivers for your success.

When trying to find ways to improve your business, keep in mind that 92% of executives believe that an engaged employee will perform better than moderately engaged or disengaged individuals.

This boost in productivity directly contributes to higher revenue and ultimately higher profits.

Employee Engagement Outcomes – Business Case

Business Case #2: Happier and Healthier Workforce

Reports continue to find that employee levels of engagement have a strong link with improved mental and physical health in employees.

For example, 70% fewer safety incidents occur with engaged employees. This means employees avoid physical harm and businesses avoid excessive repair costs simply by increasing engagement.

Business Case #3: Less Absenteeism and Decreased Turnover

Employees are less likely to leave your business if they have strong positive bonds to it. 

When high-turnover businesses implement strategies to boost engagement, they report 25% lower turnover, and low-turnover organizations report 65% lower turnover.

Overall, this will lead to businesses achieving their goals and people fulfilling their career desires.

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Frequently Asked Questions About Employee Engagement

How Does Employee Engagement Impacts Employee, Team, and Business Success?

Engagement impacts not just individual employees, but it also has a major impact within departments or entire organizations. Engagement levels affect an organization’s motivation and how well employees are able to achieve their goals.

One unmotivated individual can cause others to adopt a similar mindset, thus stalling entire teams. Also, high levels of engagement can benefit businesses by raising revenue and profit levels. It increases the business’s overall competitiveness and makes goal achievement more attainable.

What are the Disadvantages of Employee Engagement?

The only true disadvantage to employee engagement is that it takes time for professional development.

Sometimes, extremely disengaged employees will react inappropriately to engagement training as well, but this is simply a sign to fire such employees.

In the long term, investing in employee engagement strategies has far more benefits than potential risks.

What are fun Employee Engagement Activities?

There are a plethora of fun employee engagement activities you can have your team partake in.

Some of these activities include team building events, employee games or competitions, recognition events/awards ceremonies, job-training/professional employee development, learning lunches, or workplace parties.

It can be any activity that makes an employee more emotionally connected to their work and employer.

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Employee Engagement: How To Develop, Measure & Improve, 10 Ways

Improving employee engagement has a number of benefits to businesses of any size. When employees feel connected to their organization, it is easy to see why they tend to be more productive, loyal, and positive.

However, many brands mistake employee engagement for simply employee happiness. While these two data points are intertwined, they are not one and the same. In fact, this definitional error could result in your business trying to engage employees ineffectively. which is often costly.

These uneconomical mistakes can be avoided by learning about proper employee engagement tactics, though. In this article, we will explore ways you can engage your current workforce and detail the benefits of having an engaged team.

Improve Employee Engagement – List of Best Practices & Examples

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Why is Important to Improve Employee Engagement in Workplace & List of Benefits

Businesses across the globe find that a number of employee performance metrics are boosted when employees are more engaged. In other words, ensuring your leadership team involves your current employees in engagement activities results in a more productive workplace and more cohesion among workers.

Why is Important to Improve Employee Engagement in Workplace & List of Benefits

Improve Employee Engagement – List of 10 Benefits

Some additional benefits of employee engagement include:

  1. Increased productivity.
  2. Engaged workers tend to be more satisfied and passionate due to the emotional connection they build with their work.
  3. Better customer service and customer experience.
  4. More loyal and dedicated employees; less employee turnover.
  5. Lower rates of absenteeism.
  6. Employee motivation increases.
  7. An engaged worker is more healthy and is typically less likely to be obese, exercise more often, and eats cleaner.
  8. Less workplace injuries.
  9. Employees become more interested in additional career growth opportunities.
  10. Company-wide communication occurs more often, and even casual conversations are more respectful.

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Improve Employee Engagement – 5 Tips How to Develop & Enhance

Now that you understand the benefits of maintaining an engaged workforce, the next step of boosting engagement is creating an employee engagement strategy.

There are a number of ways to approach engagement, but below are a few tips that have been proven time and time again to boost an employee’s level of engagement.

Outside Motivation/Challenges

Employees like to have challenging work. Such challenges allow them to use their strengths and provides an opportunity for growth and employee development.

Organizations should understand the importance of engaging employees by pushing them beyond their perceived limits, and assisting them in times of need.

Company Leaders Should Inspire Employees

The relationship between team leaders and their workers plays a key role in engagement. Virtually all employees agree that leaders should show respect, integrity, and value the effort they put into their work.

Leaders should value employee feedback on their performance so their voices feel heard.

Improve Employee Engagement – 5 Tips How to Develop & Enhance

Organizational Commitment

Your organization should have a vision for the future. Employees seek to play a role in achieving that vision.

Engagement is boosted when employees see their work has a tangible impact on the company’s success, so ensure they are given plenty of opportunities to contribute.

Provide Proper Training

This is a prerequisite to starting an engagement program. Managers cannot build a corporate environment of trust, much less engagement, without ensuring team members have the tools they need to succeed.

An employee training program can help you address a worker’s strengths on an individual basis. Effective managers also ensure any educational barriers are removed so their teams have an easier time learning.

Gather Engagement Data

Have conversations with employees and mention their engagement levels. Consider doing this data collection on a larger scale (gathering information from your entire organization, but also individually if possible) by using an employee engagement survey. That way, you are equipped with data that will assist you in crafting future plans.

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10 Best Leadership Practices That Improves Employee Engagement

There is no doubt that leaders play a key role in creating an engaging culture at work. In fact, engaged employees are often the result of proper leadership practices being used by managers.

Here are a few examples of such practices:

Tracking Engagement Metrics

Keeping track of key engagement statistics will help you determine the efficacy of your engagement strategy. Most commonly, this data is gathered through the use of employee surveys.

After collecting this data, you can identify the strengths of your engagement plan and also address any potential weaknesses.

Create an Engagement Strategy

Prioritize employee engagement by dedicating an entire strategy to it. Create clear expectations, work on boosting morale, and ensure the work environment encourages thoughtful risk-taking.

Also, so wider including constant communication, feedback from employees, and individual goals in the strategy.

Set Clear Expectations

Ensure your employees understand what is required of them. Often, simply knowing that certain goals must be met to keep a job can be a source of motivation. It can make workers more interested in performing assigned tasks.

After all, if individuals do not understand your expectations, they cannot evaluate how well they are currently performing as compared to how well they should perform.

Find Motivation Sources

Poll your employees on what specifically motivates them. Then, you can match your engagement strategy to include the right incentives.

For instance, if there seems to be no incentive to pursue higher education or additional training, employees may become disengaged or begin to stagnate. So, offering a training program would be a way to incorporate incentives into your strategy.

Set a Good Example

There is a strong correlation between an organization’s success and engagement. The entire leadership team should make an effort to be engaged themselves.

The behavior a leadership team portrays to workers will be reciprocated, so ensure they are offered a good example to follow. A leader’s positive and engaged behaviors will certainly trickle down to the entire team.

Consistently Offer Feedback

Feedback is crucial for boosting employee engagement levels. Because of this, establishing consistent communication regimes is a fantastic strategy to use in your organization. This is true of both leaders communicating to junior workers, and vice versa.

Encourage feedback whenever you can, and if an employee does something exceptionally well, give them recognition for it. This lets employees know you see their effort and care about their success.

10 Best Leadership Practices That Improves Employee Engagement

Hire Effective Managers

Hiring managers can be challenging, but take the time to find your business’s perfect match on the first hiring round instead of having to fire and rehire multiple times.

Some managers have an instinctual inclination to focus on engagement. These are the sorts of managers and leaders you should seek to hire.

The best way to test an individual’s ability to boost engagement is by looking at their track record. Ask to see productivity levels before and after their last engagement boosting campaign, for instance.

Conduct Interviews, Even When Employees Plan on Staying

When someone is engaged, they are less likely to leave the workplace. However, performing interviews does not automatically mean focusing on the few that will leave your company. Instead, consider hosting ‘stay interviews.’

Their purpose is to build strategies for retention and engagement before employees become dissatisfied. Ask employees what they look for in an employer, and incorporate those elements into your own company.

Look at Engagement in the Long Term

Engagement is a continually evolving process. Simply meeting annually or soliciting generic feedback is not enough to truly build an engaged team.

Engagement is all about consistent, open, and honest communication and building a company culture that values employees’ desires and goals.

Keep Practicing and Revising Your Strategy

Persistence undoubtedly contributes to a company’s long-term success with employee engagement. Remember, engagement cannot be forced. Rather, it takes time to get workers naturally interested in staying engaged.

Culture changes, such as becoming more engagement-oriented, do not occur overnight. Stick to your engagement strategy, and if results do not show over time, reevaluate it and build a new plan with the help of employees.

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How Can I Tell if my Employees are Engaged?

Employees may show they are engaged in different ways. For some, they will simply become more productive.

Other times, employees will begin to feel more emotionally connected to their work as a result of engagement. The latter can be difficult to measure, but there are a number of ways to determine someone’s engagement level.

A few of those methods are listed below:

1. Open and honest communication.

Instead of simply talking to their peers, engaged individuals will seek and give honest feedback. They care about giving effort to their work and ensuring everyone has a good employee experience. Often, they will remind others about projects if they forget. Such employees advocate for employees besides themselves do their best to participate in group discussions.

2. Building a positive environment.

Engaged people with the work environment to be positive for everyone, not just themselves. They give constructive criticism, listen and respect to others, provide mentorship, and maintain a positive outlook.

3. Focusing on the big picture.

If an employee is truly engaged, they look beyond short term issues and work to focus on the organization’s overarching goal. They motivate others to think similarly, wanting them to achieve success as well and building closer connections with their colleagues.

4. Seek ways to improve and share them with the team.

They are looking at ways to improve the overall team, whether it be through collaboration, task distribution, communication, or other ways. They look to maximize a team’s efficiency.

5. Work beyond the manager’s expectations.

Usually, engaged workers achieve goals that surpass their manager’s desires. They do not mind putting in the extra effort if it means helping the team succeed. If a plan does fail, engaged individuals are the first to evaluate why there was a failure and learn a lesson from it.

How can I Tell if my Employees are Engaged – List of Examples

How to Improve Employee Engagement Virtually

Engaging employees virtually may require a different approach from in-person engagement.

Here are a few virtual employee engagement ideas:

1. Host virtual meetings.

If possible, try to incorporate team-building activities into these virtual hangouts. This will bring a team closer together and get them more involved in the business.

2. Ensure employees feel valued and heard.

This can be a bit of a challenge if you have a remote team, but ensure there are multiple ways to reach each team member. Also, ensure individuals can communicate at different times throughout the day.

3. Create connections with employees on an individual basis.

Recognize each employee’s strengths, weaknesses, and goals to getter a deeper connection with each of your employees. If employees understand you take an interest in their success, they are more likely to be engaged.

4. Keep communication lines open.

If employees want to discuss a specific issue one on one, do your best to value that request. When individuals notice you keep communicating even when working fully remotely, they acknowledge your deep interest in their success. This makes employees more likely to pursue their own goals and become emotionally attached to their leaders and work, which is key for engagement.

5. Use the power of gamification.

Loyalty and engagement can be boosted in an untraditional and fun way with gamification. Team-based goals and competitions get everyone involved and engaged in a particular activity without being intrusive.

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How to Measure Improvement in Employee Engagement

Before you begin measuring improvements in engagement, it is crucial to understand your baseline levels of engagement before implementing an engagement plan. To do this, consider using a few different surveys.

Firstly, perform a few employee engagement surveys. These questions should ask employees: how well do your tasks align with your desires and goals? Do you feel satisfied at work? Other similar questions should also be asked. Pulse surveys are another great tool to help you gauge your current worker engagement rate.

They help employers gather data in real-time about topics such as acquisitions, new hires, projects, leadership changes, and so on.

Finally, employee life cycle surveys should also be utilized. This involves asking new hires about their needs and desires for the future, inquiring about employee retention once an individual has stayed at the company, and asking why employees leave when they exit an organization. When it comes to tracking improvement, use a few different tactics.

Look at employee engagement survey results among particular departments, groups, and teams within your organization. Work with departmental heads to figure out what unengaged employees have in common.

Also, be sure to track the number of unengaged individuals at work. Use a combination of survey results and manager feedback to identify this number monthly.

How to Measure Improvement in Employee Engagement

How to Improve Employee Engagement Through Communication

Communication is crucial toward ensuring your employees stay engaged. It plays a vital role in making employees feel connected to one another and the organization as a whole. That’s why learning to leverage communication to your advantage can be what makes or breaks your engagement goals.

Leaders should understand the importance of consistent communication. Instead of allowing leaders to spend all of their time in board rooms, be mindful of how visible they are to employees.

It’s far better to encourage leaders to be visible and open, such as by having in-person meetings, leading web conferences, and having one on one chats. Use multiple communication channels so employees always have a way to reach out to their bosses.

For instance, some individuals are uncomfortable with meeting in person. They may prefer a Zoom meeting or email conversation. Encourage leaders to be responsive to these messages.

In a way, this will set a good example of engagement to employees. Soon, this internal interest in work will rub off on employees, even those in junior positions.

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Frequently Asked Questions About How to Improve Employee Engagement

Will Increasing Employee Engagement Cost Me a Lot of Money?

No, implementing an employee engagement plan does not have to be costly. In fact, it will most likely save you money in the long term. This is because higher levels of employee engagement lead to better quality product development, better customer service, and higher productivity.

All of this ultimately leads to more revenue and profits. Plus, all the tools you need to start engaging employees are either free or very low cost.

How to Improve Employee Engagement in Healthcare?

In healthcare, hiring experienced and successful leaders is a must. They should have a strong track record of motivating employees and improving productivity as well as retention rates. Also, hire the right employees the first time.

Ensure they are aligned with your company’s values and mission before giving them the job. Continuously give feedback on worker performance and check in with employees to avoid burnout, a common cause of disengagement.

How to Improve Employee Engagement in Manufacturing?

In manufacturing, making sure employees feel heard and are recognized is key toward boosting engagement. Rewarding positive behaviors, such as putting in extra effort to finish a project, will contribute to engagement as well.

Sometimes, these rewards do not have to be cash-based. They can simply be compliments or paid time off. And, listen to your employee’s input. They may have brilliant ideas that could benefit your brand, and hearing their voices makes them feel connected to you as a leader.

How to Design Onboarding to Improve Employee Engagement?

There are ways to combine employee engagement efforts into the onboarding process. For example, consider interacting with potential recruits before they apply. Get to know them and build and bond with them, even before starting an interview.

Additionally, ask new hires for feedback. Understand what you did well and what you may need to improve in your hiring process. Your employees will also feel valued and heard if you do this.

Is Employee Engagement Just a Reflection of Personality?

Undoubtedly, personality does play a role in an individual’s engagement levels. A study by Dr. Henry R Young and his colleagues recently found that up to 50% of an employee’s engagement had ties to their personality.

They found that optimistic, passionate, outgoing, positive, and hard-working individuals are more likely to be engaged at work. However, the other 50% of a candidate’s engagement is not related to personality. So, you can still engage any employee, it just may be more difficult for certain personalities.

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