Employee engagement refers to the level of dedication and enthusiasm employees hold regarding their tasks, responsibilities, and the overall objectives and culture of a workplace. It’s important to measure employee engagement (in a worthwhile way) and embed employee engagement into an organisations culture. For more content like this, check out Acorn Labs: http://acornlabs.education/

1. Employee Engagement
How to strengthen it and why it matters.

2. What is employee engagement?
Employee engagement refers to the level of dedication and
enthusiasm an employee holds in regard to their tasks,
responsibilities, and the overall objectives and culture of a
workplace.

3. Why does it matter?
An engaged employee is better committed to the company
mission and helping it become realised.
To achieve business outcomes, improving engagement
company-wide is key. Higher engagement means higher retention
– fostering a more uniform culture.

4. Measuring Employee
Engagement

5. How to measure engagement
The most effective methods for measuring engagement typically
include some kind of survey. In order to ensure these surveys are
worthwhile, several key elements need to be considered:

6. Define the engagement outcomes
Ask questions that identify feelings, attitudes and
behaviours. Engagement outcomes help provide a more
holistic view of current engagement levels while
identifying areas that need improvement.

7. Recognise what employees value
Ensure the survey covers a wide range of employee
engagement topics which relate to teamwork, individual
recognition and career progression.

8. Identify a continuous listening
strategy
Utilise surveys at varying intervals (weekly, monthly,
quarterly and annually) in conjunction with face-to-face
meetings.

9. Engagement &
Organisation Culture

10. Why is it important?
Making employee engagement part of organisational culture is
crucial to strengthening and maintaining it. When executed
properly, the following tips help foster engagement from the
moment new hires join the organisation:

11. Don’t skip onboarding and training
Ensure new employees are already equipped with an understanding of their role and
company culture. They’re far more likely to remain engaged with their work and stay at the
organisation.
Set company goals
It’s essential to have flexible, relevant company goals for employees to get behind and
commit to.

12. Focus on employee development
Employees need opportunities to learn and progress at each stage of their employee
lifecycle. A learning management system (LMS) is an excellent way to provide self-
directed development.
Acknowledge employees
Recognition plays a significant role in maintaining high levels of engagement as it
provides an incentive to work towards.

13. Don’t micromanage
Micromanaging impedes employee development and cultivates a space of managerial
dependence where employees become unable, or unwilling, to undertake tasks in a self-
directed manner.
Select the right managers
Select the right people for managerial roles. A good manager should be deeply engaged
with their work and the overall company mission.

14. Coach managers, hold them accountable for
engagement
An engaged employee is a direct result of an engaged manager. Empower managers
through training and development.

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