an engaged workplace culture

Keeping employees engaged is a constant struggle for all organizations. One survey suggests that only thirty-two percent of employees in the US feel engaged at the workplace. In other words, seven out of every ten employees are disengaged.

Employee disengagement brings numerous disadvantages to organizations. Disengaged employees do not feel motivated to work efficiently. This results in their work containing errors, requiring more time to be completed. Their work quality is also lower than the work engaged employees produce. But that’s not all; disengaged employees are also three times more likely to quit than engaged employees.


Hence, employee engagement is not only necessary to produce good quality work output to ensure organizational growth but also to maintain the organization and save it from loss through employee retention. If you want to lower attrition in your company, here are some tried and tested ways to increase employee engagement that can help:


1. Develop Communication with Each Employee

Communication is key to maintaining and strengthening any relationship between an organization and its employees. While many organizations enlist communication as a core value, they only believe in communicating their expectations to the employees and not listening to the employees’ concerns. Despite constant efforts by the organization to increase it, the low rate of employee engagement proves that organizations are missing an important step when communicating with their employees.


Therefore, it is important to understand that communication is only successful when done in two ways, i.e., communicating specifically with each employee. Building communication with each employee is only possible when the organization speaks the employee’s language. It is similar to a teacher guiding each student in their class by figuring out the best ways to make them understand the lesson. The more employees an organization builds individual communication with, the more employees it can retain in the long run.


2. Appreciate Your Employees

Like students in a class, employees also need reassurance that they are doing the work correctly. When they put more effort than usual, employees want confirmation of their good work or appreciation. Therefore, organizations need to praise their employees.


Appreciating employees isn’t complicated. However, it must be specific. Recognizing the exact area of work that an employee gets perfect helps them become confident of their abilities and reassures them of their job safety. Employees who don’t receive appreciation or recognition at work keep guessing how they are doing, significantly stunting their capabilities and professional growth.


happy and engaged employees

3. Trust Your Employees

Trusting employees work similarly to appreciating them. While guiding the employee to perform their best is essential, leaving some room for creativity is important. Trusting employees’ decision-making skills is also essential.


A US Chamber of Commerce report lists a lack of inclusive culture as one of the top five reasons employees quit. Inclusivity in the workplace isn’t just about hiring a diverse team but also about allowing room for employee engagement, as employees want. Most employees know what they do best, but they often want to do what excites them most. Hence, allowing the employees to stay engaged in the company as they wish is one of the easiest ways to ensure long-term retention.


4. Help Them Get Better at Their Job

A major reason why millennials job hop is seeking advancement of careers. It is evident why nobody wants to perform the same work day in and day out, every day, for the rest of their lives. Millennials have grown up in a fast-changing world, so they get quickly bored of repetition. While this may sound bad, it simply translates to millennials seeking more challenges at work.


Companies can utilize this passion for the newness and advancement of their younger employees by scheduling training sessions and offering other skill development methods. On-the-job training, mentorship programs, certificates, workshops, and even paying for employees’ higher education can significantly increase employee engagement and retention.


5. Compensate Employees Fairly

Fair compensation for one’s hard work is a human right. While employees compromise on their package for career growth when presented with dream opportunities, working at them for too long is not sustainable for them in the long run.


Employers have already experienced the Great Resignation and Quiet Quitting, two major movements that listed unfair wages as a contributing factors. Organizations that learned to compensate their employees fairly are doing better than others.


Fair compensation allows employees to attain the comfort level they need to perform well at work. It brings them peace of mind, helps them accept employee engagement methods at the workplace, and provides them with a firm foundation on which they can stand to shatter the glass ceiling.


an empty office


6. Provide Benefits that Matter

Employee benefits may not be more important than wages, but they are a part of the employee package and are at least as important as wages. Providing benefits that employees need and want significantly increases employee engagement. For example, an employee utilizing the health benefits provided by the workplace will stay in touch with the HR or administration personnel to keep them updated on using the benefit.


Similarly, free lunch at work provides a natural and relaxed environment for employees to engage with others at the organization. Such scenarios automatically increase employee engagement and help organizations retain their employees for a long.


7. Hire the Right Candidates

Lastly, increasing employee engagement and ensuring employee retention begins with hiring the right candidates. While junior positions can be filled with employees who like to stay reserved, filling C-suite roles with candidates that ensure the engagement of everyone working under them is essential.


Make use of a New York Executive recruitment firm that provides candidate assessment services NY, like CCY, to find the right candidates for the executive positions in your company. CCY also offers HR and VP Finance recruiters NY besides leadership recruiting services NY to help you increase employee engagement most effectively. Click here to contact CCY today.