Employee engagement is much more than just being happy in ajob. An employee can be satisfied without being engaged in their work.

While a satisfied employee may choose to stick around, they maynot necessarily be productive. But an engaged employee who is invested in theirwork will be more productive andwilling to go the extra mile. In fact, organizations with engagedemployees can expect better staff retention, more innovation, and a higher overall quality of work.

The Happiness Factor

There is certainly an emotional element to employeeengagement. Engaged employees tend to be happier in general. But there are manyelements that contribute to happiness, and only a few that cause an employee toemotionally invest in the success of your organization.

You should striving for passion and commitment from youremployees. But not just any kind of passion and commitment – aim for it to bedirected at their work and linked to your business strategy. When employees wantto contribute to the bottom line, your organization moves ahead much morerapidly.

As Abhishek Mittal, a Towers Watsonexecutive, says, the difference between satisfaction and engagement is thedifference between a one-way street (what can you do for me?) and a two-waystreet (what can you do for me and what can I do in return?). It needs to be atwo way process.

Studies by Gallup Researchsince 2008 consistently show that 70% of employees identify themselvesas disengaged. That is a lot of potential employee turnover and lost marketshare. By contrast, engaged employees increase profits and improve customerloyalty.

Here are three smart ways to boost employee engagement:

1. Set Engaging Goals

Open an ongoing with your employees built on regular 360° feedback. This will help you understand what’s working and what needs to change, so you can set more effective goals to engage and motivate your staff.

Once you’ve gathered their feedback make sure employees are actively involved in the development of their individual goals, and ensure that they have a clear understanding of how these tie into both team and overall corporate goals. The greater the personal connection and investment that employees, the stronger their overall performance will be and the more engaged they will be on the job.

2. Improve Engagement Through Better Rewards

According to Labor Department studies, the number one reason people leave their jobs is because they feel unappreciated. The better appreciated employees feel, the more engaged they will be.

Don’t assume that you know what the best way to foster employee engagement. Take the time to ask them directly, and gather their feedback to get a clearer picture of what they really want. Once you know how your employees are feeling then you can put the right incentives in place to motivate them and boost engagement.

3. Add Meaning to the Work

One tried and tested method of helping employees find more meaning in their work is by adding an element of corporate social responsibility.

Ideally, establish volunteer programs that mirror the strategic objectives of your company while providing opportunities for employees to develop their skills. The right volunteer program will not only demonstrate civic responsibility and create development opportunities for your employees, it will also help them find a deeper purpose in their work. A satisfied employee may do their job, but an engaged employee grows the company. Help your employees set motivational goals, incentivize them with appropriate rewards and add meaning to their work through volunteer programs. Your bottom line will see the difference when satisfied employees become engaged employees.

Contact us to find how Questback can help transform your employees from merely satisfied to actively engaged.


Guide for high employee engagement

In this whitepaper, you will find the 4 driving forces of engagement split up into 33 solid methods that you can use to be a better leader and raise your team’s performance.