Bringing HR Best Practice to Business

Connect, Engage, Action and Perform…

Do you ever wonder why certain employees are so passionate about their work and consistently outperform the rest of their team members, while others in contrast, are simply checked out, and disengaged with no zest at all?


Research indicates, that organisations with highly engaged employees have better productivity levels and bottom line results. With this in mind, let us unpack the meaning of employee engagement.


What is employee engagement?

Employee engagement may be described as, an employee’s commitment level towards achieving the organisational goals and the extent to which employees feel passionate about their jobs. Engaged employees go the extra mile for the organisation, not because they have to, but because of their discretionary effort.

Understand what matters most to your employees in the workplace and ask why. Some common factors to consider that may influence your employee engagement levels are listed below, together with a few tips.


  1. Leadership

Leaders set the pace and tone on how things are done, within each department and the entire business. You cannot expect an employee to be engaged if you are not, as a leader. Lead by example. Build relationships with your employees, through consistency and integrity. Do as you say.


  1. Shared sense of purpose

Leaders should clearly communicate the organisational purpose and overall vision. Set objectives linked to the achievement of the company mission and vision. Involve employees in setting these objectives and becoming strategically aligned. Engage with them on a regular basis, about their ongoing contribution to achieving the mission and vision of the organisation. Being part of a much bigger purpose, may be regarded as an important engagement factor, especially for a millennial. Bridge the personal purpose with that of the business.


  1. Values

Align your decision making with company values. Recognise employees for living the company values, in their daily activities. Highlight and reinforce this values based behaviour, in their performance feedback discussions and rewarding them for it.  Again, leading by example is vital here.


  1. Communication

Leaders should promote an open two-way communication with their teams.  Regular communication and transparency can also help foster trust and build relationships with the organisational leaders. Employees should feel free to ask any question. Management should provide timeous constructive feedback, when these questions are raised.   Help equip employees and leaders to hold honest constructive conversations through training and coaching.


  1. Work relationships

Employees spend a large percentage of their time at work. Help build strong collaborative teams, with activities focused on building positive work relationships, promoting teamwork, problem solving, and productivity. Resolve conflict as quickly as possible, focusing back on the company values, which all employees should subscribe to.


  1. Work satisfaction

Recognise employees for work done well. Understand what your team members’ strengths are and build on this.


  1. Work flexibility

There is a growing trend for work flexibility. This may differ, from employee to employee. It could be for example: flexible working hours, work from home days, flexible benefits, but to name a few.  Promote work-life balance.


  1. Personal growth

Personal development, should be promoted. Provide opportunities for employees to participate in meaningful work and offer them opportunities in which they can grow. This could be through training or being coached, as an example.


  1. Autonomy

Give employees some level of autonomy. This will help display trust, that your team member will take responsible actions to deliver the desired work outcomes. Focus on the deliverable to be achieved. 


Remember, having an engaged workforce, is something that does not merely happen overnight. It takes time and effort. Pretty much, like most things in life. Get to know your employees, understand their ‘true heart’ or passion and check in with your team regularly.  This may help you unlock that untapped potential and ultimately improve your business performance.


In conclusion, it is vital to measure your employee engagement levels, in order to establish a baseline assessment and to improve on it. Conduct regular employee engagement or team pulse surveys. If you need help with this, then feel free to WhatsApp your enquiry to us.


All of the best!