Increasing Employee Engagement

Make a more enjoyable place to work and increase productivity

Engaged employees are more productive, provide better service, and even stay in their jobs longer.

Low employee engagement takes many forms—from apathy to absenteeism. It’s a drain on productivity in the form of boredom and daydreaming and can also manifest in more serious behaviours such as escapism and anger in the workplace.

Most organisations informally assess their employees’ level of engagement. Oftentimes, this ‘gut perception’ is not accurate simply because low engagement is expressed in so many different ways. As a result, engagement is not addressed until it has been identified as problematic. When this is the case, making improvement involves buy-in, trust, and commitment to the process.

To assess the cause(s) and recommend interventions for increasing engagement, we employ a 5-step process to increase employee engagement:

  1. Discovery – Assessment methods are used to conduct an organisational needs assessment. Examples of the types of instruments and processes used include organisational climate surveys, personal interviews, and focus groups.

  2. Assessment – Findings from the Discovery inform a root cause analysis. This helps identify whether an active organisational crisis, chronic process obstacles, dysfunctional behaviours or, possibly other causes may be preventing desired outcomes.

  3. Planning–Interventions are developed to address the crisis, obstacles, or sources of dysfunction by applying appropriate resources, developing skills, providing tools, resolving conflicts, and/or facilitating necessary process or cultural changes.

  4. Execution–Facilitated development of a Strategic Integrated Operational Plan (SIOP) results in a process that features a dashboard feedback mechanism which provides agreed-upon meaningful metrics for the team. Goals of the SIOP include:

    • All team members are actively involved and heard

    • Achieve clarity of purpose

    • Achieve buy-in

    • Achieve trust, accountability, and commitment to the process

  5. Monitoring–Ongoing adjustments and improvements are made as needed while coaching and appropriate skill building towards successful achievement of meaningful objectives occur simultaneously. We use our 10 point employee engagement check, illustrated below.

The 10 factors of monitoring and maintaining employee engagement

Interested in improving your employee engagement? Lets have a conversation about how it could benefit your organisation.