By Eric Dickmann

April 23, 2019

Employee Engagement, Organizational Culture

Employee Engagement is taking center stage in business today. A job is no longer a privilege in a competitive job market. Employers must build businesses where employees want to work. For too long, this has been the responsibility of the Human Resource department. They focused on policies and benefits. In this millennial age, keeping employees engaged must now be a part of a business’s strategy.

The Truth About Employee Engagement Today

HR Dive revealed a shocking truth. Disengaged employees cost U.S. companies $550 billion a year. In the global context, a survey by Cision showed that there are only 21% of employees engaged at work. These facts are evidence that the world is experiencing an employee engagement crisis.

Employee Engagement Survey

What is Employee Engagement and Why Is It Important?

Custom Insight defined employee engagement as to how passionate employees feel about their jobs. They put discretionary effort into their work. They don’t work for a paycheck, or the next promotion, but work on behalf of the organization’s goals.

Don’t confuse it with an employee’s happiness or satisfaction. An employee might be happy at work, but that doesn’t mean they are working hard. A satisfied employee will work without complaint. But he might not exert any extra effort for the company.

Prostaff listed the following as benefits of Employee Engagement:

  • Higher levels of productivity
  • Less stressful workplace
  • Better retention rates of your top talent
  • Better reputation
  • More profit potential

How Do We Engage Employees at Work?

Employees spend more time at work than they do with their families. So, it makes sense to consider all the aspects of the working environment. They may be potential drivers of engagement. HR Technologist suggested seven ways to engage your employees:

  • Supply the right tools and technology needed in the workplace. The right tools allow employees to complete their task well. Install applications, tools, and processes that simplify tasks and ease communication.
  • Provide training and encourage learning. People want to feel valued by the organization. It is also human nature to prefer variety in work and seek personal growth and development. Training and development address these human needs. It can yield significant increases in employee engagement.
  • Build great working relationships. Relationships at work matter. Getting along with coworkers not only makes the workplace more enjoyable. It also helps employees do a better job. Studies also show that employees with friends at work tend to be more engaged and loyal workers.
  • Lead by example. Treat your employees with dignity and respect. Aim to keep promises and commitments. Leaders can influence employees to become engaged. They need to display positive behaviors in the workplace. Live the values of your company.
  • Be attentive to your employees. Include your employees in decision-making and goal-setting whenever possible. It opens up your organization to great new ideas. Hearing workers concerns, suggestions, and ideas empower them. They become more invested in the success of the company and their future.
  • Offer flexible working options. In this way, employees can achieve a better work-life balance. It also maximizes productivity by allowing employees to work at the peak of their energy cycles, not office hours. This can increase employee morale and engagement.
  • Celebrate success at work. Thank people for their hard work and dedication. Praise a job well done. And always keep in mind that a “pat on the back” makes everybody feel good. In an era of social media likes, it’s even more important to recognize younger workers. They especially crave feedback.


Improving employee engagement can have many positives effects on a business. It helps to hire and keep the best talents. Engaged employees are happier, perform better, and add more value to the organization. Those benefits can transfer to your bottom line. Increased profitability is the end result. While that’s important, you will most appreciate the satisfaction. You’ll feel it once you see the faces of happy and engaged employees.

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Eric Dickmann

About the author

Eric Dickmann is the Founder / CMO of The Five Echelon Group, host of the weekly podcast "The Virtual CMO" and YouTube series "Work-Life" and a fractional CMO for a variety of small and midsize companies. An executive leader with over 30 years of experience in marketing, product development, and digital transformation, he has worked with large, global companies and small startups to develop and execute marketing strategies to bring innovative products to the market.

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