Top Tips on How to Promote Engagement at Work

Promote Engagement at Work
Promote Engagement at Work

Engagement at work is one of the most valuable achievements of a company about its employees. When people work engaged, productivity soars, the atmosphere becomes much more positive, and the results surprise the business management.

But we are not talking about a simple motivation, but a genuine involvement with the work and a much closer relationship with the company. We will understand precisely what engagement at work is and how to achieve this pattern of behavior throughout the article.

So, read on and find out why it pays to have engaged employees.

What does engagement at work mean?

Engagement at work is a fundamental indicator of people management that reveals how much employees are involved and dedicated to their functions. According to Investopedia, the closest definition of the concept is “the level of enthusiasm and dedication of an employee towards their work.”

In general, engaged professionals feel part of the team, see a purpose in their work, and are always willing to exceed their goals and emotionally bond with the company. As a result, companies have increasingly invested in actions that drive engagement in recent years, directly linked to employee performance and productivity.

Therefore, having engaged teams is synonymous with achieving superior results and gaining a competitive advantage in the market. But it is essential to understand what this engagement means and how it differs from other concepts such as motivation and commitment, as we will see below.

Engagement x Motivation

Engagement and motivation are two close concepts, but with essential differences in the business context. While engagement is a broader stance, which includes a bond with the company and a willingness to dedicate themselves to the fullest permanently; motivation is the willingness of employees to fulfill their daily tasks and pursue their goals.

Therefore, we can say that the first concept represents a more solid behavior, and the second, a more variable feeling in the professional’s daily life. It is possible, for example; that an engaged employee is unmotivated on a specific day due to some personal situation or team problem.

Likewise, an employee may be highly motivated about a particular project but not engaged in their current position and relationship with the company.

Engagement vs. Commitment

Another critical point in people management is the difference between engagement and commitment.

A committed employee does their job correctly, fulfills their goals, and meets leadership expectations but is not necessarily engaged. Instead, he is functional in his responsibilities and often strictly technical.

To reach the level of engagement, this employee needs to have an emotional involvement with the company and a “bright eye”; that is not limited to a commitment to daily tasks.

Engaged employees often stand out from those committed or motivated by the passion they demonstrate in their daily work; they focus on objectives and trust relationships with the leader and the team.

Importance of having people engaged at work

Having engaged employees is a way to ensure above-average productivity, build a solid business culture, and gain a competitive advantage. After all, they are more dedicated to the company, present superior results, and contribute to a positive organizational climate.

So, according to a Gallup survey, engaged employees are 17% more productive and 21% more profitable for organizations. But, unfortunately, it’s not that simple to drive engagement at work.

In the US, this rate is 38%, according to a Gallup poll. As a result, there is still a long way to ensure that most professionals work within the organization and strive to meet business objectives.

How to measure engagement with the company?

The most efficient way to measure employee engagement in the company is to conduct a periodic survey focused on this topic.

You can investigate the following points in the survey:

The employee’s propensity to indicate the company as a great place to work (NPS, or Net Promoter Score for employees)

How willing the employee is to stay with the company in the long term

What do the company’s values ​​mean for the employee?

The employee’s level of satisfaction with their current job, leadership, compensation, company culture, career opportunities, etc. From this data, you can follow the evolution of the work engagement index and understand the impact of HR actions on this indicator.

How to promote engagement at work?

So, there are several ways to promote engagement at work and reap the benefits of this strategy.

Check out some tips

The right people in the correct positions

One of the requirements for having an engaged workforce is having the right people in the ideal positions within the company. So, in addition to having a good job and salary plan, you also need to offer mobility to change places; and areas as they progress in their development.

This is essential to generate a sense of belonging and give talents opportunities to choose their path in the organization.

Offer training

The training and development (T&D) area are strategic to drive engagement at work. This is because, increasingly, professionals value opportunities for training and growth in companies.

Therefore, it is worth offering courses, workshops, access to area events and conventions, networking networks, and other learning initiatives.

offer purpose

Employees are indeed looking for fair pay and a good career path, but they also need purpose in their work. After all, engagement is about creating an emotional bond, and for that; your company needs to offer more than just salaries.

Therefore, every employee needs to understand the process of their participation in the company’s mission; and the values ​​they defend in their daily activities. In addition, they need to feel that they contribute to society and create value for the community.

Invest in leadership

Leaders must be ambassadors of the company’s culture and responsible for the team’s day-to-day engagement. Therefore, it is essential to enable the organization’s leadership to adopt a collaborative posture to feel motivated, supported, and recognized.

In companies with high levels of engagement, it is common for employees to have trusting relationships with their managers; and to have essential support in their leadership for their professional development.

Build an Inspiring Culture

It’s already become clear that culture plays a central role in engagement at work. If you want more engaged employees, you need to provide a positive environment with values ​​shared among all organization members.


The ideal is to have a collaborative and innovative culture that inspires teams to be part of the company and speak the same language.

Have a recognition and incentive program

Every HR concerned with work engagement should invest in recognition and incentive programs. They help motivate employees and give greater meaning to the professional experience and reward those who exceed expectations and give their best for the business.

Some companies invest in permanent campaigns with performance awards, and it is also possible to link performance evaluations to recognize actions; such as promotions, salary increases, benefits, mentions, etc.

Give continuous feedback

Feedback is another indispensable ingredient for engagement, as employees can only benefit from continuous and constructive assessments. Therefore, it is essential to go beyond the classic. Consequently, its annual review and make feedback a standard practice.

This is because employees need guidance and feedback about their performance to work on their strengths and weaknesses with greater assertiveness. Thus, it is up to the leadership to provide consistent feedback and closely monitor the evolution of each professional.

Practice active listening

Finally, internal communication is another fundamental point for an engagement at work. In this case, you must practice active listening, that is, listening to the voice of employees and taking their needs into account in all HR decisions.

Everyone in the company must have the freedom to give suggestions and ideas and direct channels with management and free access to information.

In addition, HR must always do something about it and transform employees’ opinions into concrete actions to improve the work environment and organizational climate.

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