Blog Post

    Rules of the Employee Engagement Club

    You are looking to achieve the holy grail of HR and augment your organization's employee engagement rates. You work hard at monitoring engagement, dutifully surveying your staff and posing engagement-related questions annually. Well, hate to break it to you, but you've probably missed the point already.

    Only 4 in 10 employees are reported to be properly engaged at work. What can we do about that?

    Think it over. Let the fact sink in.... only 4 in 10 employees are properly engaged at work!

    It is not the time to try to decipher which of your six other colleagues are probably bored at their desks right now - let's focus on the cause of the problem instead.


    The Financial Corporation case study demonstrates that engaged staff members produce 28% more revenue than their disengaged colleagues. The Workforce survey finds that 84% of engaged employees believe they could make a difference for their company as a whole, while only 31% of their disengaged counterparts agree.

    87% of companies worldwide view engagement and company culture as the top HR issue that affects their employee retention, staff satisfaction and, ultimately, revenues. An engaged workforce is clearly more creative, productive and happy — there’s no doubt about that. Why is it that companies worldwide still struggle to foster engagement?

    what is employee engagement again?

    Employee engagement refers to the commitment of staff members to their company’s goals and strategy — let's call it an emotional dedication to their work, regardless of individual tasks or incentives involved. Seems straightforward, right? Well not exactly...

    Engagement vs. Excellence

    It's important to distinguish between your and your company's efforts to commend individual star performers and making sure each team member enjoys every step of the work process. Incentivizing healthy competition is an element of, but not the core of employee engagement.

    According to an international businesswoman Margaret Hefferman, teams of satisfied, socially connected, helpful and equal individuals dramatically outperform collectives of disconnected top performers that she has poignantly labeled "super chickens".

    Engaged employees do not have to win at others' expense to be satisfied at work. Engagement is that extra oomph — that organic incentive prompting discretionary efforts your employees make when no one is looking and no Pokemon is waiting for them at the end of the tunnel. While not everyone can be the top performer, you can help everyone feel like they are a superstar in their own right.

    So let's get started...

    The first rule of ‘Employee Engagement Club’

    You DO NOT talk about Employee Engagement Club. Strengthening employee engagement is part of an internal process that starts with onboarding. Instead of asking about engagement directly, make a rule out of organizing employee training, reports and reviews with engagement in mind. The key is creating structures that make your employees feel heard and appreciated from day one.

    Ok, no more rules... here are some employee engagement activities to get you started:

    • Onboarding guidance
    • Participatory surveys
    • Career advancement
    • Project ownership
    • Social team strengthening
    • Positive feedback
    • Engagement monitoring
    • HR challenges
    • Engagement calendars
    • Remote work opportunities
    • Management training
    • Employee-to-management reviews


    Even if you have yet to tap into these engagement opportunities, building a people-focused environment starts with being engagement-mindful.

    As a wise Internet meme once said: “What happens if we invest too much into engaging our employees and they leave? But imagine if we don’t, and they stay.” To prevent your employees from leaving, read about getting your staff turnover under control on our blog.

    Topics: Onboarding
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