Top 5 Ways To Drive Employee Engagement

Attracting and retaining the best staff is a competitive business these days, and increasing numbers of employers are looking to find effective strategies to keep staff happy, healthy, and productive. It’s often said that an organisation’s people are its most valuable asset, and employee engagement is one of the wider workplace wellbeing strategies that many companies are seeking to develop.

According to the Chartered Institute of personnel and Development (CIPD), employee engagement is “a combination of commitment to the organisation and its values” that “goes beyond job satisfaction and is not simply motivation”. In other words, then, employee engagement can be seen as a cultural change within a business – an ongoing process rather than a single set of actions.

Employee engagement can involve a wide range of different elements, so if you’re looking to find some ways to get started, here are our top 5 ways to drive employee engagement.

The Top 5 Ways to Drive Employee Engagement

5. Enabling

By seeking ways to help employees, organisations can in turn enhance engagement, and increase levels of employee satisfaction. Whether it’s the provision of benefits such as health cover to enable people to get prompt treatment in the event of illness, or smoothing the path of career progression, enabling employees wherever possible adds significantly to the level of engagement among staff.

4. Direction

While it’s important to communicate all the latest on what’s going on in the organisation, it’s also important to give staff a sense of direction, and offer them an opportunity to see how their contribution fits into the wider context. This is especially important in terms of letting people know the strategic direction of the company and is also a valuable way of demonstrating the company’s core values.

3. Listening

Communication is, of course, a two way process. Many employees will have things they’d like to feed back with that perhaps wouldn’t be part of the day to day communication between staff and line manager. In one famous example, a major private sector UK employer asked its staff what things got in the way of them doing the best job, and other questions seeking to get people’s opinions on what the company could do better. This meant that the company was able to obtain helpful data showing where job design and line management could be improved, whilst giving employees the chance to feed back.

2. Involvement

While obviously the great majority of top level decisions can only be taken by senior management, there are a surprising amount of different things that it’s useful to consult staff on. By allowing people into the decision-making process every now and again and consulting staff on proposed changes, a greater level of general involvement is achieved – leading to increased employee engagement.

1. Communicating

The vast majority of employees want to feel included in what’s happening within the business; clearly communicating with staff as often as possible on current company news and developments will help to drive employee engagement. Employees who feel informed about the things the business is involved in – even if it doesn’t directly affect them – are likely to feel more valued as a result.


Authors Bio: Jen Jones writes on workplace wellbeing topics on behalf of AXA PPP healthcare business cover.

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