- Introduction to employment engagement in HR

Key Takeaways. Employee engagement describes the level of enthusiasm and dedication a worker feels
toward their job. Employee engagement can be critical to a company's success, given its links to job
satisfaction and employee morale. Engaged employees are more likely to be productive and higher
performing

Employee engagement is a human resources (HR) concept that describes how passionate and dedicated
an employee is about their job. It can be physical, emotional, and/or cognitive.

Employee engagement can be critical to a company's success. Engaged employees care about their work
and the company's performance, and feel that their efforts make a difference. They are more likely to be
productive and higher performing, and often display a greater commitment to a company's values and
goals.

Employee engagement can be influenced by various factors such as workplace culture, leadership, and
job satisfaction. Organizations that prioritize these factors can create a work environment that fosters
engagement and motivation among employees.

HR departments can use employee engagement tactics to boost wellbeing and productivity across all
company levels. HR professionals should be experts in what employee engagement is, and understand
the importance of employee engagement in HR.

Some employee engagement activities include:

Workplace parties

Learning lunches

Employee games or competitions

Special themed days

Training programs

Recognition programs

Sporting events

Team-building

Fundraisers or charity days

Wellness programs

Employee-led clubs

Career development programs

To achieve employee engagement, engagement efforts should be aligned with the overall business
strategy. Implementing unplanned ideas and activities without monitoring or measuring their impact is a
waste of time and resources.

TRADE

BUSINESS BUSINESS ESSENTIALS

What Is Employee Engagement? Definition, Strategies, and Example

By TIM SMITH Updated October 28, 2023

Reviewed by DAVID KINDNESS

Fact checked by DANIEL RATHBURN

Employee Engagement: The level of enthusiasm and dedication a worker feels toward their job.

Investopedia / Paige McLaughlin

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What Is Employee Engagement?

Employee engagement is a human resources (HR) concept that describes the level of enthusiasm and
dedication a worker feels toward their job. Engaged employees care about their work and about the
performance of the company, and feel that their efforts make a difference. An engaged employee is in it
for more than a paycheck and may consider their well-being linked to their performance, and thus
instrumental to their company's success.

KEY TAKEAWAYS

Employee engagement describes the level of enthusiasm and dedication a worker feels toward their job.

Employee engagement can be critical to a company's success, given its links to job satisfaction and
employee morale.
Engaged employees are more likely to be productive and higher performing.

Employers can foster employee engagement through effective communication, offering rewards, and
discussing career advancement.

Understanding Employee Engagement

Employee engagement can be critical to a company's success, given its clear links to job satisfaction and
employee morale. Communication is a critical part of creating and maintaining employee engagement.
Engaged employees are more likely to be productive and higher performing. They also often display a
greater commitment to a company's values and goals.

Employers can encourage employee engagement in many ways, including communicating expectations
clearly, offering rewards and promotions for excellent work, keeping employees informed about the
company's performance, and providing regular feedback. Other strategies include making efforts to
make employees feel valued and respected, and feeling that their ideas are being heard and
understood. Engaged employees believe that their work is meaningful, believe that they are appreciated
and backed by their supervisors and that they have been entrusted with the success of their company.

Employee engagement has been a considered part of management theory since the 1990s and became
widely adopted in the 2000s. While it has its detractors, mostly based on how difficult it can be to
measure, employee engagement has been found to have direct links to a company's profitability and
financial health.

Employers could build an employee engagement strategy around American psychologist Abraham
Maslow’s three-tiered hierarchy of needs pyramid, which includes: basic needs of survival and safety,
psychological needs, and self-fulfillment.

Engaged employees often develop an emotional connection to their job and company, and will be
focused on working toward their organization's goals. While companies may define employee
engagement according to their own needs, the basic characteristics of an engaged employee are:

They know what their role is, what their job entails, and they want to do it.

They are loyal to their employer and productive.

They are motivated to work toward the success of their organization and know what success looks like
(and how to work toward it).

They are connected rationally and emotionally connected to their organization and motivated to
perform at a high level.

They are intellectually and emotionally connected to their organization, as measured by three primary
behaviors according to outsourcing company Aon Hewitt: Say (an employee consistently speaks
positively about their employer to co-workers, customers, and job candidates); Stay (an employee has a
strong desire to remain with an organization despite having other opportunities); Strive (when an
employee makes an extra effort to contribute to their organization's success).

Example of Employee Engagement

Tesla, Inc. (TSLA), alarmed by the high number of injuries at its Fremont car assembly plant, used more
transparent communication as an employee engagement strategy to improve safety. To do this, the
electric car maker’s co-founder and CEO Elon Musk, told employees that he wanted every injury
reported to him, without exception, so he could understand what was needed to prevent similar
accidents from reoccurring in the future.

Musk even performs the same task on the production line with workers who have been injured to see
where safety improvements can be made. As a result of this employee engagement initiative, the
number of incidents that harmed workers reduced by more than 50% in 2019 compared to 2018,
according to a company blog post.

What Are the Drivers of Employee Engagement?

Engagement initiatives in the following areas, spanning the entire employee lifecycle, can prevent the
attrition of high-value and high-potential employees. Earlier, presentations and other handouts did the
trick in communicating with employees and trying to engage them. This has now changed, with
employees needing much more than just one-way communication to be engaged. Here are the eight
drivers of employee engagement.

employee engagement

1. Seamless onboarding
Employee engagement truly begins when the employee is recruited and begins the onboarding process.
However, even before being hired, a candidate gets a glimpse of the organization’s communication
culture.

Once hired, the onboarding process gives employees an idea of whether they want to continue in the
organization for the long term. One way to ensure employee engagement during onboarding is to give
employees enough time to master their job before they hit the floor.

This means that when they do, they will be ready to take on the job with confidence and build a lasting
career in the organization.

2. Positive work culture

Work culture is a broad term, but specific factors contribute to keeping employees engaged.

Transparency: Engaged employees care about the organization. Employees tend to care when
organizations:

Share company goals and values with employees.

Tell employees exactly what is expected of them and how to achieve it.

Give them regular updates about the progress of the company and where it stands in the global
marketplace.

Communicate how employees’ effort benefits the organization and contributes to the bigger picture.

All these steps create a sense of belonging and naturally encourage employees to do more to drive
better results.

Openness: An open work culture is essential to make employees feel respected and cared for. In an
open work culture, employees should be able to:
Receive important communication regularly through a unified channel from the organization, their
managers, and colleagues.

Freely communicate with their managers about any task/issue.

Provide anonymous feedback about issues they are having with their managers.

Report workplace misconduct anonymously.

Autonomy: Micro-management is rarely well-received by employees. They need a certain degree of

independence to be productive. An organization can ensure employees have this autonomy by
answering these questions:

Do employees have the freedom to decide how they go about their daily tasks?

Do they have the freedom to plan their career path in the organization?

Are they included in making critical decisions that may affect them directly?

Respectful Treatment: Employees rate respectful treatment and empathy as high as compensation when
it comes to job satisfaction and engagement. When treated with the same level of respect as a
company’s most loyal customers, employees will be more invested in achieving business outcomes.

3. Access to productivity and time management tools

A slew of unplanned activities, meetings, and workplace distractions can reduce the overall productive
time in a day for an employee. Time management is an inherent skill, but in a dynamic work
environment, even the most efficient employees need time management tools. Supporting time
management can directly result in improved productivity.

Tools that enable employee engagement include time management and collaboration tools such as
Slack, Wunderlist, and Trello to break down and time deadline-oriented tasks. Even with frequent
interruptions, to some extent, these tools can improve employee output.

4. Learning and development opportunities

Organizations that provide structured learning and development opportunities to their employees
notice higher levels of engagement. This visible interest in employee growth elicits a feeling of
reciprocation from employees – they are more likely to be interested in the organization’s growth.
In a generation that is on the go, this learning is mainly delivered through learning experience platforms
via m-learning (mobile learning) and microlearning. Additionally, gamifying the learning process can get
even less engaged employees to participate and open up greater opportunities for themselves.

5. Effective leadership and succession planning

Employees are more likely to demonstrate the traits of engagement when they are made aware of the
growth opportunities that lie in store for them. Closely tied to learning and development, leadership and
succession planning is a key driver of engagement, especially among the millennial and younger
workforce. In this area, HR teams and leaders of the organizations work together to identify key
positions to be filled and the available talent to fill these positions.

Applying technology to an organization’s succession planning strategy can make it a more streamlined
process. Machine learning-powered analytics solutions such as Ascendify can help identify potential
talent, link them with the skills and qualifications required for a specific leadership position, and enable
HR to tailor learning and development plans for that talent. This level of personalization can significantly
improve engagement levels.

6. Workplace wellness initiatives

Stress is a more common problem in the workplace than is visible. Combined with the physical inactivity
of most office jobs, a cocktail of health issues emerges that can easily be attributed to the workplace.
Workplace wellness initiatives can go a long way in showing employees that employers care.

Organizations are now investing in wearable technologies to help employees stay fit. These include
fitness bands and smart footwear. Some of these wearables are even equipped to monitor blood
pressure and general health. Given the sensitive nature of this data, HR teams need to adhere to strict
compliance rules when receiving and using this data. Also, employees need to be able to opt out of
workplace wellness programs if they are uncomfortable sharing their health data with their employers.

7. Flexibility

In a studyOpens a new window conducted in 2014, 13% of those surveyed said they had quit a job due
to lack of flexibility. In 2018, this number was 31%. The arrival of the gig economy and the increasing
demand for workplace flexibility has made it one of the most critical drivers of employee engagement.
Any organization that allows employees to enjoy a certain amount of flexibility in where they work is
more likely to experience higher levels of engagement. There are two reasons for this:

Organizations show that they trust employees to do their job no matter where they are.

Employees tend to perform better without the stress of commuting and when they are in their own
comfortable space.

Collaboration tools like Slack and Skype enable seamless conversations not only within organizations but
also across remote teams. With the advent of unified HCM platforms, all the benefits that are offered to
in-house employees can be provided to mobile workers as well.

8. Rewards and recognition

Employees appreciate meaningful recognition for their work. Regular feedback and checking in on
employees are positive drivers of engagement. This feedback should be designed to communicate how
the employees’ efforts are helping the organization.

Through employee recognition platforms, leaders can shout out to a specific employee or group of
employees to recognize their achievements. These platforms allow for instant recognition among peers
and senior leaders – delivering said recognition and rewards when they are due, not months later,
during the performance appraisal. These platforms even allow employees to choose their own rewards,
when eligible.

Companies are also resorting to social media to boost engagement by publicly recognizing their
employees. This can be a great way to engage them in becoming brand ambassadors for the
organization by demonstrating their own recognition and achievements to the world.

Learn More: Employee Engagement vs. Job Satisfaction: Key Differences and Metrics

How Is Employee Engagement Measured?

useful tools to measure employee engagement

Fig 3. 5 useful tools to measure employee engagement

Employee engagement is measured in two parts. First, the data is collected through various channels.
Then, this data is analyzed against key metrics that quantify the engagement levels of the whole
organization.

The following tools and methodologies can be used to measure employee engagement:

1. Pulse surveys

While surveys are the most common way of measuring employee engagement, they should be
supplemented with measurable data that can be verified independently. Consider a survey question that
asks, “Do you think that having X number of meetings in a day hampers your productivity?” This survey
should be supplemented with data on how many meetings occur per day, the amount of time
employees spend unfocused before and after the meeting, and what their productive output for the day
is. This data, along with the survey responses, can then be used to identify what the actual effect of
having a certain number of meetings every day is.

Experts now recommend ditching annual surveys and administering pulse surveys instead. Pulse surveys
offer insights frequently into the state of engagement in an organization. This means there will be fewer
instances of overhauling employee engagement strategy and more cases of merely tweaking it.

However, frequent surveys can cause feedback fatigue if employees have to take time out often to
answer them. To prevent this fatigue, pulse surveys can now be administered through AI-powered
chatbots. As they can be answered instantly and even on the go, these surveys are more likely to yield
honest responses from employees.

Learn More: 20 Essential Employee Engagement Survey Questions for Your 2020 Questionnaire

2. Sentiment analysis

Sentiment analysis, a method of extracting information from subjective data, can help identify the
general sentiment found in the language employees use in their online conversations. By combing
through email and chat data, sentiment analysis tools enable the identification of toxic workplace
behaviors in a single team, for example, or across teams. All the data collected is kept anonymous.
Sentiment analysis can provide real insights into whether employees honestly answer surveys.

3. Employee net promoter score (eNPS)

Employee net promoter score is a metric used to measure employee loyalty by asking how willing
employees are to promote the organization as a place to work. For eNPS to be a valid measure of
employee engagement, it must:

Be administered at regular intervals – monthly or quarterly.

Collect anonymous responses.

Be combined with data received from surveys and other sources.

4. One-on-one meetings (monthly)

No technology can replace the human touch of one-on-one meetings. Employees feel heard when they
are given the opportunity to have a real conversation to express their thoughts. Anonymous feedback
can help voice the broader issues. For more specific, personal issues, one-on-one meetings are an
excellent way for managers to identify the general mood of employees.

5. Stay/Exit interviews

Sometimes it is difficult to get employees to stay in a company. But conducting an exit interview can give
HR teams a valuable trove of information, which they can use to enhance the engagement levels of
existing employees. These interviews often reveal how important it is to continuously engage with
employees to prevent such instances, starting from the onboarding process and setting the tone in that
crucial 90-day period to define a culture that even new employees can feel engaged in.

Once data is obtained from these methods, employee engagement analytics can come to your aid to
offer actionable insights. Analytics platforms empowered with predictive technologies can provide
insights that can help develop robust employee engagement strategies or simply modify existing
strategies to meet engagement goals, improve engagement, and even sustain engagement.

Examples of Employee Engagement in Action

Focusing on employee engagement is no longer an option. It is a requirement. Companies that still don’t
prioritize it will most likely lose top talent who will find greener pastures where they are available. No
matter the scale of your organization, there is something to learn from the employee engagement
strategies of any organization. Here are a few real-life examples of employee engagement for your
inspiration.

1. CB Insights and its effort toward continuing education

A young company with 300 employees, CB Insights offers a host of benefitsOpens a new window to its
employees. But some of them worth noting are the stipend of $1,000 they provide employees to pursue
continuing education. They also have diversity initiatives that include unconscious bias training as well as
a gender pay gap below 10%. Employers who focus on the career development of their employees are
more likely to have an engaged workforce.

2. L’Oréal and its effort to welcome new employees in style

In a unique initiative, in 2017, L’Oréal built an employee onboarding appOpens a new window that is
only devoted to helping new recruits understand and embrace their company culture. By introducing
gamification and delivering key information in small, retainable chunks, L’Oréal has made it clear that
engagement begins at the start of the employee lifecycle.

3. Hireology and its effort toward inclusivity of its remotest employees

Hireology ensures first that it allows for remote workOpens a new window where necessary, and that it
equips colleagues sitting miles away to communicate with these remote employees easily. They
facilitate this with high-end videoconferencing gear in each room. Their effort toward including their
remote employees also includes flying them into their offices for face time with the rest of the team
twice a year! Getting remote workers to feel engaged is a challenge, but Hireology has ensured that they
overcome this challenge with care.

Learn More: How to Engage Employees in 2020: 10 Impactful Solutions

What Is the Future of Employee Engagement?

We live in an exciting time. In an earlier generation, people might have been reprimanded for not being
motivated to work and not giving their 100% (and a little more to their jobs). Now, the best practices for
employee engagement have evolved, and organizations have realized that employee engagement is
something they can encourage and control.

As Jim says, “Moving forward, employee engagement will continue to become more fluid. Instead of
one-time annual surveys, we’ll see organizations adopting more ongoing and holistic strategies that
allow for two-way conversations and real-time feedback. Additionally, we’ll see more and more
companies recognize the importance of providing high-quality continuous learning and career
development opportunities for their employees.”

Employee engagement is a challenging metric for organizations. In fact, companies are beginning to
move beyond employee engagement to focus on workforce experience. Following a technology-
enabled, data-driven approach to implement and measure employee engagement can elevate the level
of happiness, satisfaction, and involvement employees experience on the job. And as the famous saying
goes, happy employees make happy customers.

What employee engagement strategies is your organization implementing? Which technologies are you
using to improve engagement? We would love to hear from you on our TwitterOpens a new window ,
FacebookOpens a new window , or LinkedInOpens a new window pages!

Why is employee engagement important for business?

A Gallup study states that “the behaviors of highly engaged business units result in 21% greater
profitability.” Also, employees appreciate a work culture that enables engagement. This means
organizations that prioritize engagement are more likely to attract and retain talent.

Who is responsible for employee engagement?

The onus of planning engagement activities and executing them is not on HR alone anymore. HR plays
an active role in implementing employee engagement strategies, but the planning and execution require
involvement from leaders and managers in the organization as well. The success of an employee
engagement program depends on employees’ receptivity to it. Employee engagement, then, is an
organization-wide collaborative function.
At what point does employee engagement begin?

Engagement begins at the beginning of the employee lifecycle, from the candidate experienceOpens a
new window , the recruitment process, continuing through onboarding, career planning, learning and
development, leadership and succession, and retirement or exit from the organization.

However, employee engagement is a two-way street. Even if organizations follow the best practices in
employee engagement, there is a specific personality that employees must either possess or inculcate in
themselves to be an excellent cultural fit for the organization. Individuals who display optimism, hard
work, and positivity are more likely to be engaged in their work than those who don’t.
Importance of EE

. Reduction in Absenteeism

Every organization is different, but absenteeism in the workplace is a common problem because it not
only affects individuals, but it’s also seen as a management problem. Absenteeism is costly for a
company and can spiral out of control if not addressed.

If you love what you do and where you do it, you probably won’t take days off for no reason or without
consulting your manager first. You should trust your employer will give you time off when you need it.
Absenteeism appears when employees are not satisfied or indifferent to their work and team, so they
may take advantage of certain situations and leave work without much consideration.

To fight absenteeism you should look at the satisfaction, motivation and engagement of your staff.
Improving employee engagement alone can bring up to 41% reduction in absenteeism; imagine the
results you can achieve if you improve the overall employee experience in your organization.

2. Increase Productivity

One of the main characteristics of the engaged employee is their positive behavior towards the
organization, as they are often the ones who believe strongly in the company’s mission and vision. This
attitude makes people work harder and proactively to reach their goals, which leads to a 17% increase in
productivity.

Engaged employees know that their work is appreciated and valued. They will spend less time chatting
with colleagues or taking longer breaks and more time working. Higher productivity and efficiency are
key benefits of employee engagement that directly impact employee performance, and can influence
overall company performance.

Intranet Engagement Ideas

3. Better Employee Safety

Employees who are willing to show up and are consistently engaged in the work environment have a
greater commitment to quality and safety at work. When employees have the right mind set and are not
distracted or stressed they can focus better, meaning they are less likely to make mistakes that can lead
to work accidents.
Working in a stable and dependable workplace, engaged employees are proven to be more proactive,
which results in 70% fewer safety incidents. So employers should ensure health and safety regulations
are followed and up-to-date. This is just as important for factory workers as for office workers.

InIdex Communication platform

For example, environmental and energy service company Idex experienced a 23% decrease in the
number of incidents after implementing an intranet that helped to streamline information shared during
onboarding.

4. Healthier Employees

Many companies operate on the basis that a high-stress environment is the best way to motivate
employees to perform at their best. The idea that co-workers are competition and not colleagues is
thought to keep them productive and focused. However, research published in the Harvard Business
Review points to a “large and growing body of research” demonstrating that this type of workplace
environment actually reduces employee productivity over time. Studies also point to the importance of
employee engagement in reducing healthcare costs to employers.

High-stress companies report spending close to 50% more on health care for employees than their more
laid-back counterparts. Work stress is responsible for more than $550 million being taken out of the
United States economy, according to the American Psychological Association. It also contributes to the
majority of workplace accidents (60-80%) and is the underlying reason for more than 80% of doctor
visits. Workplace stress has also been linked to several serious health conditions, including metabolic
syndrome (a cluster of health conditions that occur together, putting the patient at higher risk for
developing heart disease, stroke, and Type 2 diabetes) and cardiovascular disease.

Diversity Community on LumApps Intranet

Diversity Community on LumApps Intranet

5. Lower Employee Turnover

Just like a chain reaction, less absenteeism and higher productivity lead to motivated employees who
are likely to stay in the organization longer. Engaged employees don’t look for new jobs – their positive
experience in the organization leads to high satisfaction rates. . On the contrary, non-engaged or
disengaged employees are constantly looking for new opportunities as their bond with the organization
is not strong enough.

Depending on the overall turnover rate of an organization, business units with high employee
engagement can achieve up to 59% lower turnover. This proves the importance of improving employee
engagement and why it should be one of the main priorities for leaders and HR teams.

6. More Effective Leadership

Leaders who want to inspire their employees to do more must connect with them first. They need to
make time for engaging with team members and getting to know employees. In return, the employees
are more likely to listen to the company leaders since they understand the leaders care about what is
important to them. Company morale increases, workers are excited about their jobs, and the level of
employee engagement gets a boost.

With more effective leadership comes improved reputation for managers. Engaged employees are more
likely to share honest feedback and, thus, have more effective working relationships with their
managers. Of course direct managers will have the most impact on an employee’s view of the leadership
team since the direct manager is often most involved in conveying upper leadership initiatives and also
for helping their employees implement work-life balance.

7. Better Business Growth

Combining all the above, we can reach a tipping point that brings the organization closer to its
customers. Increasing profitability isn’t just about selling more products. Engaged employees help
organic growth by improving customer relationships, resulting in a 10% increase in customer ratings.
This can allow the organization to observe a 20% increase in sales and a 21% increase in profitability.

This is a perfect example of one of the benefits of employee engagement for employers. Happy staff
means happy customers. And happy customers are loyal and more likely to give positive reviews and
recommendations, that in return can bring new customers.
→ Discover 22 Employee Engagement Ideas & Strategies for Companies

8. Better Customer Satisfaction

When employees are engaged this reflects in their attitude and how they deal with customers. Creating
a positive customer experience, making the customer feel valued and a smile goes a long way in building
a strong customer relationship. This equation also works between the company and its employees.
Apply the same effort towards your employees to:

Increase employee loyalty

Strengthen their knowledge and expertise

Receive valuable employee input

Satisfied employees are likely to make more up-sales and cross-sales, driving even higher returns on
customer success management. In return, highly satisfied customers are a great PR machine as they’ll
talk about what a great experience they had.

White Paper

Employee Engagement

Time to start or overhaul an engagement strategy? Capitalize on Employee Engagement Opportunities.

Download the White Paper

Employee Engagement White Paper

9. Better communication across teams

Engaged employees are not afraid to exchange feedback and collaborate with each other and managers
to reach their goals. They know how to share information and work together as a team. When
employees are invested in their work, they are more likely to practice open communication in the spirit
of camaraderie and an interest in the wellbeing of the company.
community groups

Having strong communication across teams not only affects employees’ performance, but it creates a
virtuous circle within the organization. When an employee has a bigger network of colleagues he is
working with on a daily basis with communication flowing positively, usually his work gets more visibility
and recognition. An engaged employee has the power to influence others by setting good examples and
promoting open communication and dialogue to other colleagues.

An intranet platform like LumApps can help improve communication across teams with its social
networking capabilities. For example, the ability to create community interest groups helped improve
employee synergy at Just Eat Takeaway.com. The team at Just Eat Takeaway.com had this to say about
improved communication across their company:

“The Kitchen has played a key part in allowing us to drive a clear and consistent message during a time
of intense change (made especially difficult due to Coronavirus). It has quickly become part of the
‘everyday’ for JETers globally who increasingly visit for news, tools and fun, and who regularly use it to
share their plans and successes with others across the world. - Mark Tittle, Head of Internal
Communications at JET

10. Encouraging advocacy

“I love my job.” Isn’t this what every employer wants to hear? Employees often talk about their work
outside of the office and unfortunately negative feedback or complaints are easier to share. Whether
employees' words are positive or negative depends heavily on their experience in the organization.
That’s why working on employee engagement is important if you want to encourage positive brand
advocacy.

Employee advocacy is fantastic free publicity. It can lead to more loyal customers, quality applicants and
ultimately higher revenues. It’s also one of the biggest benefits of employee engagement to employees
themselves, since their advocacy can turn into referral bonuses if their network includes the right
business audience. Incentivising advocates with work benefits and recognition is a great way to say
thank you for spreading the word.
LumApps Social Employee Advocacy Solution

LumApps Social Employee Advocacy Solution

11. Boosts Employee Positivity

Positive work environment is very important for employee engagement. Learn how to nurture the
positive vibes and you will see how contagious it can be throughout the organization. Positivity affects
employees:

Attitude at work

Confidence in the company and its future

Job satisfaction

Business relations within and out of the organization

But how do you know if your employees are really happy? One way to find out is to conduct employee
surveys in order to get more personal feedback. You can choose to conduct surveys in-person on an
individual level or you can conduct employee engagement surveys via email. Typically, you may get the
most honest answers to your engagement survey questions if employees can answer anonymously.

Another way to conduct surveys is to combine it with a short yes/no intranet survey to collect more
quantitative data. The results will hopefully yield some results that will help you build stronger
relationships with employees.

Why is the employee engagement survey important? Collecting regular employee engagement statistics
is invaluable. One of the benefits of employee engagement statistics is that they help you understand
what makes employees happy (or unhappy) and where the company can improve.

→ Read More: Top 30 Questions To Conduct an Employee Engagement Survey

12. Stimulates Innovation and Creativity

Encouraging employees to be innovative and share their ideas is another way to build an engaged
workforce. Leverage specialists’ expertise by bringing them together to work and interact on common
projects. Investing time on innovation gives employees a sense of belonging and accomplishment, which
in return drives a much higher added value for the business.

This can be a way to save time and resources too, as employees may come up with an idea that’s just as
good without resorting to external sources. An effective way to encourage employees to submit ideas
could be through a competition on the intranet, or offering employees the opportunity to join an
internal R&D team. Show creativity when approaching your employees and they will respond with the
same amount of enthusiasm and creativity to any task you give them.

LumApps Intranet Video Center

LumApps Intranet Video Center

13. Builds morale

High morale builds employee loyalty. It demonstrates that employees are focused on their job and share
the vision of the company. Boosting morale is not rocket science, you can just follow some genuine
steps:

Tell people when they do a good job

Offer rewards (not just financial)

Ask employees’ opinions and listen to their answers

Provide relevant information and feedback

Offer trainings to improve skills

Offer a structured career path

Building employee morale means being the employer that’s different. Find a way to be the employer
everyone wants to work for.
14. Leads to Mutual Respect

Respect reflects trust and works both ways. If managers value their staff and allow them to do their job
without micromanaging each step they will earn their respect. Yet the employee should know they can
ask as many questions as they need to without feeling uncomfortable.

Likewise, respect is essential for employees who work far from their direct managers, such as remote
workers and frontline workers. An employer should trust the employee to get the job done in the
required number of hours, taking time off if they need it. If an employee feels they have the necessary
flexibility to do their work, they will be committed and engaged.

White Paper

Employee Engagement

Time to start or overhaul an engagement strategy? Capitalize on Employee Engagement Opportunities.

Download the White Paper

Employee Engagement White Paper

15. Encourages Employees to Take Personal Responsibility

Employees who are fully engaged have a completely different attitude when they go to work. They
aren’t interested in seeing “how much they can get away with” at work. Instead, these employees see
themselves as being part of the company’s success. They keep their heads up, looking for opportunities
to help their coworkers to do well since they have a stake in the result of their professional efforts at the
company.

16. Makes Employees Loyal

When you think about employee engagement activities benefits, loyalty may not immediately come to
mind. Employee engagement and loyalty are closely related. When employees are engaged in their
work, they are emotionally invested. This emotional bond naturally helps to foster loyalty on the
employee’s part.
Employee engagement is only one piece of the loyalty puzzle, though. Other factors that play a role
include making employees feel appreciated, resisting the urge to micromanage workers, and giving
employees the authority to make (some) decisions independently.

17. Increased Retention Rates

Employees start a new job feeling excited about the new opportunity. They are looking forward to
contributing to their employer’s success and advancing in their career. For too many workers, something
changes after they start their relationship with an employer.

According to the What People Want Report prepared by Hays, a significant number of employees have
an eye on the door. Some of the key findings of the report include the following:

81% of the 2,000 professionals surveyed were open considering other jobs

71% of those surveyed would accept less money to work in their ideal job

47% of people actively looking for another job said that company culture was the primary reason

A minority of respondents (12%) stated they were “very satisfied” in their current job Employees who
are engaged in their work and feel as though their contribution is making a difference are less likely to
be actively looking at opportunities elsewhere. Their attention is going to be focused on their current job
and doing their best for their current employer.

Engaged employees are generally more positive, which creates a positive sense of company culture.
Increased retention rate will also impact your company culture in the long term, since employees are
staying longer and speaking positively about their experience working at the company.

18. Contributes to a Happier Home Life

Engaged employees are more satisfied with their home life, according to the results of a Kansas State
study. Researchers looked at how positive experiences in the workplace extend into family life and
smooth the way for positive family interactions. They found that employees who are engaged at work
(which includes more dedication to their daily activities and having higher energy levels) also have better
moods and report a more satisfying home life.
19. Improved Collaboration

Collaboration between team members is an important aspect of running a successful company. You may
have some people on the payroll who feel they do their best work on their own; however, the best
results are often obtained when employees work together. It can often be challenging to achieve a
strong sense of collaboration when you have team members who don’t necessarily work in the same
physical office (or even in the same time zone!).

A good way to improve employees’ collaboration skills is to encourage workers to become more
engaged in their roles at work. An employee who is fully engaged at work is very familiar with the
employer’s expectations of them. When two or more of these highly engaged employees start sharing
their thoughts with each other, they have the potential to come up with some unique ideas.

20. Lower Risk of Burnout

It is very frustrating when a company hires a promising candidate only to lose the employee to burnout.
This is not an overnight problem; burnout takes months or years to develop. Once it does, the affected
person needs professional help to deal with its symptoms:

Severe physical and emotional fatigue

Cynicism (lack of interest in work)

Feeling of incompetence (leads to lack of productivity)

Burnout can occur as the result of a lack of employee engagement. Employees who are happy to go to
work and feel excited about the work they are doing and the contribution they are making to the
company are less likely to feel the sense of cynicism that goes along with feeling burnt out.

Engaged workers have a sense of purpose that allows them to feel they are competent and their talents
are needed by the company. This sense of purpose also helps to keep their emotional and physical
energies up, even during personally challenging times.

One final employee engagement secret

Encouraging employees to keep a good work-life balance shows you’re a caring employer. Don’t call
them during weekends or when they’re taking vacation time. People need time to completely
disconnect from work. And just because someone works from home doesn’t mean they should be on
call 24/7. Respect people’s space and soon you’ll see improvement in employee engagement.

If you are still wondering what the benefits of employee engagement for your organization are, we have
prepared a short infographic that sums up everything you need to know:

Employee Engagement Infographic - LumApps

To move towards a better and more engaged workforce, organizations need to focus on the human
development of individuals and teams. Employee engagement is a core concern in their value-defining
strategy that is worth the investment.

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Why is employee engagement important?

Put simply, employee engagement occurs when people are happy with their professional roles and
passionate about what they do. Highly engaged employees tend to work harder as they believe in the
company’s mission and trust its values.

Employee engagement is incredibly important to an organization because employees who are engaged
are more likely to do their best work. Plus, employee engagement is important because engagement will
likely lead to loyalty; loyal employees are a great asset to a company because they are likely to tell
others about the fantastic place they work, making them company advocates.

What is Employee Engagement?

Employee engagement refers to an employee’s commitment and connection to their employer. The
workers’ level of engagement drives a company’s success. High levels of engagement improve
performance at all levels of the organization. They encourage long-term employee relationships as well
as customer loyalty. Why Are Employee Engagement Surveys Important?

Reduction in Absenteeism

Increase Productivity

Better Employee Safety

Lower Turnover

Higher Growth

→ All the Benefits

What are the Types of Employee Engagement?

Why is Employee Engagement Important?

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Employee Engagement - The Complete Guide

Why is Employee Engagement so Important? TOP 20 Benefits

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Importance of EE ? MAIN

Employee engagement is a measure of how committed an employee is to their work and company. It's
important for long-term business success because it can lead to:

Increased productivity

Engaged employees are more likely to work harder and proactively to reach their goals.

Better employee safety

Engaged employees are more committed to quality and safety at work.

Improved performance

Engaged employees are passionate about their position and genuinely care about their organization's
success.

Lower turnover

Gallup says companies with high engagement have 81% lower absenteeism than companies with low
engagement.

Higher profits

Employee engagement can improve customer service, efficiency, and lead to higher earnings per share
(EPS).

Some components of employee engagement include:

@ Clear understanding of one's role and responsibilities

@ The tools, training, and resources needed to do one's job

@ Recognition for their contributions and successes

@ The opportunity to develop professionally and advance one's career

Factors that impact employee engagement include:

@ Employee trust in the company's leadership

@ Employee relationships with the management teams/supervisors

@ Employee pride in being a part of the company

Company Profile

TATA STEEL

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Company Profile

Our Organisation

The world of Tata Steel is one without boundaries – growing, changing, and challenging. A world that
embraces different skills, continuous innovation, sustainable growth and better quality of life.

We touch the lives of millions of people across the world every day with the steel that we produce. And
it is highly likely that Tata Steel has affected your life today, though you may not know it.

From the vehicle you drive, to the house you live in; from the bridges you cross, to the hand tools that
you use, we strive to deliver unparalleled quality through our customised value-added solutions to make
your life easier.

This is made possible by our commitment to a culture of continuous improvement, through which we
drive operational excellence in processes, products and people.
Tata Steel, with an annual crude steel capacity of 34 million tonnes per annum (MnTPA), is one of the
world’s most geographically diversified steel producers. We are one of the few steel operations that are
fully integrated – from mining to the manufacturing and marketing of finished products.

Continuous improvement in our product and service portfolio, along with success in value creating
initiatives for customers, allows us to serve global growth markets. Today, we have our operations and
commercial presence across the world. A Great Place to Work-CertifiedTM organisation, Tata Steel,
together with its subsidiaries, associates, and joint ventures, is spread across five continents with an
employee base of over 65,000. The group recorded a consolidated turnover of INR 1,56,294 crore in the
financial year ending March 31, 2021.

Our Raw Material operations are spread across India and Canada which help us to be self-sufficient in
steel production. Key manufacturing functions are performed by the raw materials and iron-making
groups, while Shared Services provides maintenance support for a smooth production. In India, our
downstream business activities are structured into strategic business units such as Ferro-Alloys and
Minerals, Tubes, Wires, Bearings, Agrico, Industrial By-products Management & Tata Growth Shop.

Our People

Fostering teamwork, nurturing talent, enhancing leadership capability and acting with pace, pride and
passion

Our Offerings

Becoming the supplier of choice, delivering premium products and services, and creating value for our
customers

Our Conduct

Providing a safe workplace, respecting the environment, caring for our communities and demonstrating
high ethical standards
Our Policies

In adherence to the Tata Code of Conduct, Tata Steel’s policies pertain to active sets of principles in
different areas of operation that help bring uniformity in processes by clearly defining the company’s
approach

Our Innovative Approach

Developing leading-edge solutions in technology, processes and products

MISSION

Consistent with the vision and values of the founder Jamsetji Tata, Tata Steel strives to strengthen
India’s industrial base through effective utilisation of staff and materials. The means envisaged to
achieve this are cutting-edge technology and high productivity, consistent with modern management
practices.

Tata Steel recognises that while honesty and integrity are essential ingredients of a strong and stable
enterprise, profitability provides the main spark for economic activity.

Overall, the Company seeks to scale the heights of excellence in all it does in an atmosphere free from
fear, and thereby reaffirms its faith in democratic values.

THE CORE VALUES THAT DEFINE US

Integrity

We will be fair, honest, transparent and ethical in our conduct; everything we do must stand the test of
public scrutiny.

Excellence

We will be passionate about achieving the highest standards of quality, always promoting meritocracy.
Unity

We will invest in our people and partners, enable continuous learning, and build caring and collaborative
relationships based on trust and mutual respect.

Responsibility

We will integrate environmental and social principles in our businesses, ensuring that what comes from
the people goes back to the people many times over.

Pioneering

We will be bold and agile, courageously taking on challenges, using deep customer insight to develop
innovative solutions.