What Is Employee Engagement and Why It Matters

Employee engagement is about the relationship between people and the organisation they work for. It shows how involved, committed and motivated they are in their roles (Sarkar, 2011). Wollard and Shuck (2011) explain that this concept has a big impact on HR practices, business performance and overall competitive advantage.

Why Improving Employee Engagement Is Important

There are lots of reasons to focus on improving employee engagement. Research by Leiter and Bakker (2010) shows that engaged employees are more energetic, more focused and often perform better at work. This helps them reach their full potential and brings real value to the business.

Engaged employees also help shape how the organisation is viewed from the outside. Word of mouth is still one of the most powerful and cost-effective forms of marketing. Employees who are fully engaged tend to be more customer-focused and naturally promote the brand in a positive way, especially within their local communities (Langford, 2009).

Creating a Culture of Engagement

To build engagement, it helps to connect with employees both emotionally and mentally. Simpson (2009) points out that employees are more engaged when they can see how their work supports wider business goals. A sense of shared purpose creates stronger involvement and motivation.

Think of how a sports team works. Sarina Wiegman, coach of the England women's football team, encourages players to focus on team goals rather than personal achievements. She supports this by maintaining open communication and clear expectations. When people understand their role and how it fits into the bigger picture, they feel more motivated to contribute.

This same principle applies in the workplace. People want to know they are part of something bigger. If they are regularly reminded how their work makes a difference, they are more likely to stay committed.

Improving engagement does not always require massive change. The Kaizen method focuses on small, regular improvements that build momentum over time. This approach can be a helpful way to boost morale and workplace culture.

How to Measure Employee Engagement

One popular tool is the Employee Satisfaction Survey. When designed well and aligned with business goals, it can provide a good snapshot of how employees are feeling. Surveys can be automated and sent out regularly to encourage ongoing feedback. This works in the same way that audits help finance teams catch issues early. Regular check-ins help you spot problems before they grow.

Another method is the Maslach Burnout Inventory, which looks at emotional exhaustion, depersonalisation and a sense of personal accomplishment (Schaufeli et al., 2002). These are useful indicators for identifying signs of burnout or disengagement before they become more serious.

Career Growth and Communication

Most employees want the chance to grow in their roles. Training and development can help build their confidence, improve their skills and increase their long-term commitment. A strong training programme can be a simple but powerful way to improve engagement across the team.

One of the easiest ways to understand how employees are feeling is to simply speak with them. Regular conversations help build trust. Two-way communication makes people feel heard, included and respected. When employees are given a voice and feel involved in decision-making, their connection to the business becomes stronger.

Final Thoughts on Employee Engagement

According to CIPD (2023), successful employee engagement strategies rely on a mix of good people management and regular learning opportunities. Engagement should focus on both motivation and wellbeing.

Helping employees see how they contribute to the organisation's purpose and direction makes a big difference. When people understand their role, they feel more invested in their work. A lack of communication often leads to frustration. Clear, regular communication can prevent this and create a more positive, productive work environment.