Employee engagement: why it matters and how to fix it

Employee engagement is a HR and recruitment subject that attracts an enormous amount of buzz. As a result, it is a subject rife with confusion, misinterpretation and speculation. 

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Engaged organisations have strong, authentic values, with clear evidence of trust and fairness, based on mutual respect. 

There are a number of benefits for both employees and employers to being engaged. But it’s not something that can be imposed, it needs to be developed and requires constant nurturing. 

To achieve high employee engagement, it’s important to properly define the term, as well as how you can measure it within the workplace. 

What does employee engagement mean? 

Employee engagement is more than about keeping your employees happy so they’ll do a better job and project a positive image of your company to their friends, family and the market as a whole.


Motivational and engagement speaker David MacLeod describes employee engagement as ‘a workplace approach designed to ensure employees are committed to their organisation’s goals and values, motivated to contribute to organisational success and are able at the same time to enhance their own sense of well-being’. 

In many ways, employee engagement is just as much about the organisation as it is its people. It’s mutually-inclusive and mutually-beneficial. 


Why does engagement matter?

Research convincingly suggests employee engagement is vital for business success and employee’s job satisfaction. It benefits both business and employees. 

According to Gallup, employees who aren’t recognised are twice as likely to quit, while the CLC reports highly engaged businesses have the potential to reduce staff turnover by 87%.

This is just a single illustration that proves the positive impact of employee engagement — our guide demonstrates many more positive benefits to businesses and employers alike. 

Measuring engagement 

There’s merit in having a business with an engaged workforce, but establishing the levels of engagement of your organisation is tricky. 
 
For most businesses surveys remain the best means of analysing engagement levels. However, research suggests engagement surveys frequently produce skewed results as typically companies tend to overlook key factors. 
 
When determining the level of employee engagement in your organisation, the following points are important to consider: 
  • Is once a year enough?
  • Do you ask everyone?
  • Do you give feedback 
  • Do you offer incentives? 

Our guide, available for free download, will help you gain a clearer understanding of the level of employee engagement within your business. 

How to increase employee engagement 

HR can lead the charge to create an effective employee engagement strategy, but it needs to be embraced by the entire organisation. 

Team leaders and line managers have a vital role to motivate and inspire those they manage, to set direction for the team and provide a working environment which enables people to work productively together. 

Research by leadership development experts Dr. Brad Shuck and Maryanne Honeycutt-Elliott shows ‘higher levels of engagement comes from employees who work for a compassionate leader’. 

Having pooled the research, we have clarified the most proven and effective ways of getting your employees engaged. By downloading our guide, you will gain a clear understanding of this often confusing but influential issue, as well as how to improve employee engagement. 

Download our guide to employee engagement by completing the form opposite