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7 Employee Engagement Strategies That Work Like Magic

7 Employee Engagement Strategies That Work Like Magic

Uniting a workforce when your company works remotely is a challenge. Keeping your employees engaged as they work from home or individual offices around the globe can come with some tribulations.

Uniting a workforce when your company works remotely is a challenge. Keeping your employees engaged as they work from home or individual offices around the globe can come with some tribulations.

Developing your employee engagement strategy carefully provides many benefits for your business. A fully engaged employee will be emotionally connected to their work. This engagement results in higher quality work output.

At AhoyTeam, we’ve cherry-picked the best strategies from world-class sources that will fortify your remote workforce, for a team that’s dedicated and passionate about working for you.

What Are Employee Engagement Strategies?

Before we begin…


It’s important to note, employee engagement should not be confused with employee satisfaction. Rewarding an employee with monetary rewards such as an increased salary, or gift cards is useful, but will not necessarily improve the engagement of an employee.

The difficult about improving employee engagement is that it is not a quantifiable metric. Employee engagement is defined as, “The degree to which an employee is motivated by, passionate about and invested in their work and the organization they’re a part of”.

This may sound subjective, but there are ways to optimise engagement in your company.

Once you’ve finished reading this article, you’ll be ready to develop an airtight engagement strategy that provides you with tangible results. We’re going to walk you through 7 engagement strategies you can use today which will boost employee engagement. 

We’re also going to look at how you can start developing your plan, and methods for measuring your results.

Good Employee Engagement Strategies Make You Money, Improve Customer Satisfaction, and Reduce Absenteeism

Besides the obvious point such as increased work output. Let’s look at some other benefits of a carefully designed engagement strategy.

An article from Investopedia stated that:

“An $8/hour employee can end up costing a company around $3,500”

It’s worth noting that this figure is dependent upon the standard hiring process of different companies. A more intensive hiring process could increase this figure even further.

As well as the financial incentive, let’s talk about the improvements in customer satisfaction too. Employees who are passionate about their work, are more likely to go the extra mile when interacting with clients. These employees have an emotional motive to provide customers with good service.

Devoted employees are much less likely to miss work too. Their engagement with their role drives them to contribute willingly to the project.

Understanding Employee Psychology Helps You To Develop Effective Engagement Strategies

Creating a good engagement strategy requires us to understand problems at a human to human level. By acknowledging some natural principles it becomes easy to understand what you need to do to make your employees happy at work.

You can imagine the following points as the blocks that make up a pyramid, starting at the bottom...

Physiological

As human beings, there are a few basic things that we need for a comfortable existence. Physiological necessities include basic needs such as:

  • Fresh, breathable air
  • Access to food and water
  • Enough sleep
  • Socialisation

Example: This employee should be provided with all relevant equipment to ensure a comfortable working environment.

Safety

When we think of safety, it’s natural to think immediately of our physical well-being. However, this term also refers to other aspects, such as.

  • The minimisation of threats to the physical body
  • Financial security
  • Job security
  • Security of resources
  • Security of family and loved ones

Example: This employee should feel that they are secure in their role at their company. They should feel that they are being paid fairly.

Esteem

This block of the psychological engagement pyramid is arguably the biggest contributor. The block accounts for feelings of:

  • Self-confidence
  • Feelings of achievement
  • Recognition of achievements
  • Respect from/for others

Example: This employee should feel proud to work for their company. This is supported by clear company values. 


Self-actualisation

Employees should feel empowered to facilitate their own growth, and it is the duty of the company to promote this. Self-actualisation accounts for:

  • Morality
  • Creatively
  • Spontaneity
  • Ability to solve problems
  • Acceptance of facts

Example: This employee should feel that a clear career path has been laid out. Promotions should be awarded and the appropriate responsibilities granted.


Deploy a Strategy That Reflects the Values of Your Company

The strategy that you decide to deploy for your company depends on your size and budget. The first thing to do is to establish the areas of your company that are most in need of improvement.

The best way to do this is to conduct an employee engagement survey. This survey will provide you with the data you need to achieve real results.

We’ll go into more detail about conducting a survey and measuring your results later in the article.

1. Uphold Your Core Company Values

During the onboarding process, you should have expressed some of the core values that belong to your company. 

Being able to uphold these over the long term will establish a foundation of trust from your employees. As we mentioned earlier, an employee should feel proud of the company they work for.

2. Carve Out Career Paths and Provide Opportunities for Growth

This shows your employees that you’re willing to invest in them. Employees want to feel supported by the organisation that they work for.

One way you can do this is by providing your employees with skill development programmes that show them that you are willing to invest in their career.

A solid onboarding programme, with training and knowledge tests, improves engagement and helps to identify opportunities for promotions.

This process can be easily automated using online workflow management software, like AhoyTeam.

3. Express Gratitude and Recognise Good Performance

Employees want to feel that their hard work is being noticed. A simple gesture can go a long way, boosting employee morale and self-esteem. 

Rewards can be as big or small as you like. Most importantly, try picking something that aligns with your company values.

4. Be Transparent

Your employees don’t just work for you, they are part of the company, and should be treated accordingly. 

Keeping your staff in the loop, whether the news is good or bad, will encourage unity among all members of the hierarchy, across all departments.

This can be achieved by launching a monthly newsletter. Doing this adds to the transparency of your company. Its also keep employees engaged.

5. Provide Opportunities for Open Communication

Employees want to feel heard. That’s why it’s important to facilitate opportunities for open feedback between employees and managerial staff. 

NOTE: It’s essential that the feedback that you receive is acted on. You could do more harm than good by consistently failing to act on feedback.

6. Plan ‘Out-of-Office Activities’ to Build Colleague Camaraderie

One of the difficulties that remote companies face is establishing a connected workforce. It’s easy for remote workers to feel disconnected.

Planning events and meetups and coworking events can help bring your employees together.

7. Consider Employee Health and Wellness

It’s no secret that hours spent hunched behind a desk is poor for mental and physical health. Ensuring that employees are supplied with the appropriate equipment for maintaining good health demonstrates compassion to your employees.

Set Your Goals and Work Backwards

There is no use starting an employee engagement strategy without first setting your goals and how you’ll measure this. An employee engagement survey will give you important insights for measuring the engagement of your employees.

Decide what areas of your business you’d like to improve, then structure your questions accordingly.

Gathering these early insights is essential for measuring the success of the strategy you decide to use, as well as identifying areas that are most in need of improvement

Deciding how often to conduct a survey will vary from company to company. Some companies will conduct a survey once a year, but it can be much more frequent than this.

Employee Engagement Surveys

These surveys will give you a ‘birds-eye-view’ of your company’s current engagement ‘climate’. The act of conducting these surveys can already improve engagement from employees. It shows to your team that you care about their opinion


If you want to go one step further, try conducting one-to-one meetings between employees and managers. This shows genuine attentiveness from your company.

Pulse Surveys

These are great for routine analysis of the engagement of your employees. They are not as in-depth as full employment engagement surveys but can provide targeted insights into individual departments, or reactions to recent changes in policy or management.

Maximise Employee Engagement with Automated Workflows

A solid employee engagement strategy takes time and planning to put together. By automated the process, you can make more time for more important tasks. Connect your Slack with AhoyTeam today. We’ll help you to set up customised, automated workflows for measuring employee engagement.


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