In today’s competitive business landscape, employee engagement is no longer just a buzzword – it’s a critical driver of success. Businesses that prioritise engagement see tangible benefits: higher productivity, lower turnover, improved customer satisfaction, and a more vibrant company culture. Yet, despite its importance, many organisations still overlook or underestimate its value. The truth is, that engaged employees are the lifeblood of any business. They bring energy, creativity, and a deep sense of ownership that propels the organisation forward. On the flip side, disengaged employees can become a drain on resources, stalling growth, and eroding morale.

For any company looking to thrive, employee engagement must be a top priority. It’s not just about keeping staff happy — it’s about fostering a workforce that is motivated, aligned with company goals, and committed to driving long-term success.  In fact, employee engagement has been proven to be one of the strongest predictors of business performance.

If you’re not already investing in engagement, now is the time to start. It’s a shift in mindset that requires leadership to act as role models, communicate transparently, and create an environment where employees feel valued and empowered. The organisations that get it right will not only survive — they will thrive. The future of your business depends on how engaged your people are. Their success is your success. Ignoring engagement is a missed opportunity. But by investing in it, you unlock the full potential of your workforce, leading to greater growth, innovation, and sustainability.

Why not Investing to Improve Employee Engagement is a Risky Business Strategy?

Not investing in employee engagement is a risky business strategy that can have far-reaching consequences. When employees feel disconnected or undervalued, their motivation and productivity decline, leading to higher turnover rates, absenteeism, and a lack of innovation. This not only disrupts operations but also incurs significant costs in recruitment, training, and lost productivity. Disengaged employees can negatively impact customer experiences. This will ultimately damage a company’s reputation and bottom line. In a competitive market, where top talent is in high demand, organisations that neglect employee engagement risk falling behind. Simply put, ignoring engagement is not just a missed opportunity – it’s a strategic gamble that can severely hinder a company’s long-term growth and success.

For any business that employs staff, employee engagement is crucial. According to the CIPD, engaged employees are 17% more productive and 21% more profitable than their disengaged counterparts. Furthermore, organisations with higher levels of employee engagement report 65% lower turnover rates and 50% higher customer satisfaction.

This sets the stage for the success and sustainability of your organisation. Engaged employees are not only more productive and motivated, but they also make fewer mistakes and contribute more positively to the workplace. Based on my experience, here are 10 practical actions to enhance engagement in your workplace.

10 Easy Steps to Improve Employee Engagement

1. Clear Vision and Purpose Drive Employee Engagement 

  • Action: Ensure that employees understand the company’s vision and how their roles contribute to achieving it.
  • How to Implement: Regularly communicate the organisation’s goals and purpose in team meetings and internal communications (see my blog from last week). Involve employees in discussions about how their work aligns with the broader objectives.

2. Meaningful Work will support and Improve Employee Engagement

  • Action: Assign tasks that align with employees’ skills and interests to foster a sense of purpose.
  • How to Implement: Conduct regular assessments of employees’ strengths and career aspirations. Provide opportunities for them to work on projects that they are passionate about and that add value to the organisation.

3. Recognition and Appreciation are vital to support and Improve Employee Engagement

  • Action: Implement a system for recognising and appreciating employee contributions.
  • How to Implement: Create formal recognition programmes, such as employee of the month, and encourage peer-to-peer recognition. Celebrate achievements in team meetings and company newsletters to reinforce a culture of appreciation.

4. Career Development Opportunities will lead to Improved Employee Engagement

  • Action: Support employees’ professional growth through continuous learning.
  • How to Implement: Offer training sessions (short courses), workshops, and access to online courses. Establish mentorship programmes that help employees develop their skills and navigate their career paths within the organisation.

5. Effective Leadership is Essential for Employee Engagement

  • Action: Foster a leadership style that is supportive, transparent, and approachable.
  • How to Implement: Train managers and leaders in effective communication, coaching, and feedback techniques. Encourage leaders to self-reflect and consider Executive Coaching to help support them and realise their full potential. It’s the leaders’ responsibility to engage with employees regularly and to be visible and approachable.

6. Strong Team Dynamics will support Employee Engagement

  • Action: Build cohesive teams that promote collaboration and trust.
  • How to Implement: Organise team-building activities and encourage cross-functional projects. Create a safe environment where team members can express their ideas and support one another. Ensure you support a psychologically safe working environment.

7. Work-Life Balance

  • Action: Promote policies and practices that support a healthy worklife balance.
  • How to Implement: Offer flexible working arrangements, such as remote work options and flexible hours. Encourage employees to take regular breaks and use their vacation time to recharge.

8. Feedback Culture helps to Improve Employee Engagement

  • Action: Establish a culture of continuous feedback where employees can share their thoughts and receive constructive input.
  • How to Implement: Conduct regular one-on-one check-ins and performance reviews focused on development rather than evaluation. Encourage managers to provide real-time feedback and actively seek employee input on improvements.

9. Employee Involvement will Support and Improve Employee Engagement

  • Action: Involve employees in decision-making processes to enhance their sense of ownership.
  • How to Implement: Create committees or focus groups that include employees in discussions about policies, initiatives, and changes. Encourage suggestions and actively incorporate employee ideas into the decision-making process.

10. Wellbeing Support will help to Improve Employee Engagement

  • Action: Prioritise the physical and mental well-being of employees.
  • How to Implement: Offer wellness programmes, mental health resources, and initiatives that encourage healthy lifestyles. Consider providing access to fitness classes, counselling services, and stress management workshops.  We have a comprehensive Health and Wellbeing offer at skillslocal. You might also like to consider working towards the We Invest in Wellbeing standard.

Conclusion on Improving Employee Engagement

Improving employee engagement is an essential investment in the future of your organisation. By implementing these ten key actions, you will create a more engaged, motivated, and happy workforce. Regularly assess employee engagement levels and adjust your plan. A highly engaged workforce is not only beneficial for employees but also drives organisational performance and success. Companies with high employee engagement have been shown to achieve 26% higher annual revenue growth and 20% higher productivity. The difference is clear: prioritising employee engagement leads to tangible benefits that enhance the overall success of the organisation. For further reading please see the Investors in People website.  If you’d like to chat about any of our services that support Employee Engagement please book a strategy session here.