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9 Tips on Engaging Your People

"Always treat your employees exactly as you want them to treat your best customers."

-Stephen Covey

Employee engagement is more than just having your employees like your company. It’s about creating LOVE for your company. By building trust and motivation through sound practices, your employees will be more productive, stick around longer, be healthier and have less absenteeism, and of course, make the company more successful.

Here are some ways we’ve seen companies successfully engage their teams:

1. Values Alignment

When everyone is connected to the higher values of a company, employees feel safe and describe their organization as trustworthy. This doesn’t just affect the employees. ‘High-trust’ organizations outperform their peers by close to 300%.

2. Know the Why

Beyond understanding the company values, engaged employees know what they are working on, why, and how it contributes to the greater good. When employees understand how they fit in the organization they are three times as likely to stay with their organizations. With the cost of losing one mid-level employee being 50-70% of their salary, the savings here are significant.

3. Empowered by Management

Managers are often more fulfilled and motivated by affiliation to their company rather than teams. Ironically, it is the commitment of self to the team that provides the best results. An astounding 92% of employees said they would be more likely to stay with their job if their boss showed more empathy. Imagine the impact some of our recommended Awareness Facilitators could make!

4. Dynamic Teamwork

Dynamic teams are self/other/environmentally aware, agile, small in numbers, aligned, and outperform all the other teams. They see themselves as more than a sum of parts and are right! A lack of alignment in a team affects the outcome of a project 97% of the time.

5. Recognition

When asked what leaders could do more to improve engagement, 58% of respondents replied “give recognition.” We all need to hear that we’re doing a good job once in a while. And at the organizations we serve, we need to hear recognition the most. It cannot be underestimated how important it is to train leaders on Rewards & Recognition and build systems around it.

6. Effective Communication

Oftentimes we hear that either employees are under performing, or there is a problem with middle management. In actuality, there is often a lack of a feedback look or clear communication organization-wide. In fact, 86% of employees and executives cite ineffective communication for workplace failures. Most people are trying to do their best but simply don’t have the organizational structure to actually do their best. And usually, all problems lead back to two things: Awareness and Communication.

7. Clear Responsibilities

A jaw-dropping 50% of workers say they don’t really know what’s expected of them in their job. They go to work, open their computer, likely open Facebook, and count down the hours until they can go home. We all know it feels awful to not be contributing, and by setting clear responsibilities, that fuzzy space becomes clear for an employee to perform.

8. Personal Growth Path

According to one study, a strong learning culture led to a 30–50% higher retention rate. From day 1 in onboarding, EVERY employee needs to know how far they can grow in the organization and what’s the training path. This leads to engaged, motivated employees who feel safe to work hard towards their goals.

9. Holistic Incentives

Healthy teams are productive teams. For every dollar that is spent on a wellness program, a company saves $3.27 because of reduced healthcare costs. Whether it is setting up a financial rewards program, company soccer team, or a robust wellness plan, investing in health also invests in wealth.

Need help building employee engagement? Contact Culture Theory.

#engagement #incentives #growth #values #communication #organizationalhealth #organizationaldevelopment #culturetheory

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