Employee engagement directly relates to the emotional commitment your employees have to your company and your business’s goals. This level of engagement often correlates to employee effectiveness and dedication.
Our team at Cloverleaf can help you learn more about employee engagement and how it benefits your company. We believe that no one should dread coming to work. Want to try Cloverleaf with your team? Start using Cloverleaf with your team free for 14 days.
DEFINING EMPLOYEE ENGAGEMENT
What is employee engagement? Some business owners believe this term refers to how happy or satisfied their employees feel. In fact, employee engagement deals more with the emotional commitment employees feel for their employers.
Engaged employees often express higher levels of happiness and job satisfaction. These employees develop a commitment to the goals and values of their organization. They focus on doing their best each day, with the goal of increasing company success.
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THE FOUNDATION OF EMPLOYEE ENGAGEMENT
So, how do businesses develop an engaged employee? Employee engagement initiatives often focus on increasing two-way:
Communication
Trust
Commitment
Integrity
Employees feel more engaged when they understand their role in your organization, their duties, and the business’s objectives. You can increase employee engagement in your company by providing information about the purposes and objectives of your company.
Engaged employees feel they have the ability to express their ideas about company decisions. Make sure that you cultivate a company culture that encourages employees to:
Give and accept constructive feedback
Develop new skills
Receive recognition for their achievements
Taking these steps helps employees feel like they’re truly members of your team, which can inspire employees and boost organizational performance. Employees who feel engaged funnel their increased energy into serving your company.
Note that engagement requires employees to understand your company’s goals and desired outcomes. Make sure that you provide this information in a clear and understandable way.
THE DIFFERENCE BETWEEN ENGAGEMENT AND SATISFACTION
How does employee engagement differ from employee satisfaction? Employee satisfaction deals specifically with how content employees feel about their job. Employers can measure employee satisfaction based on behavioral, affective, and cognitive components.
Engaged employees often turn out to be satisfied employees, as individuals who feel they have an emotional connection to their work report a higher degree of satisfaction on employee surveys.
Therefore, employee happiness and satisfaction often coincide with a company’s engagement scores.
EXPLORING THE IMPORTANCE OF EMPLOYEE ENGAGEMENT
Developing an engaged workforce offers your company several important benefits. HR professionals recommend that you take steps to keep your employees engaged to improve:
Employee Performance
Engaged employees demonstrate a greater willingness to give their all during the workday. Engaged workers often proactively take steps to go above and beyond, which leads to increased productivity.
Retention Rates
Do you want to facilitate higher employee retention rates for your company? Disengaged employees are more likely to quit. When you engage employees, they:
Take fewer sick days
Experience fewer accidents
File fewer grievances
Develop a workplace culture that values employee engagement to take advantage of these benefits.
Customer Satisfaction
Engaged employees focus more on ensuring business success for your company. They put more effort into performing their jobs to the best of their abilities, which means they provide your customers with better care and service.
Customer loyalty rates often increase in proportion to employee engagement. Keep these factors in mind as you consider ways to improve the employee experience for individuals working for your company.
DEVELOPING MEASUREMENT PROCESSES FOR EMPLOYEE ENGAGEMENT
Employee engagement levels impact your business outcomes and the success of your company. Many companies, therefore, want to measure the amount of engagement experienced by their employees. Your company can implement measurement processes such as:
Pulse surveys
1-on-1s
Exit interviews
Pulse surveys (or employee engagement surveys) allow you to quickly assess how employees feel about work. This kind of engagement survey usually only takes a few moments and should not contain more than ten questions to gather employee feedback.
1-on-1s allow you to speak directly with employees. Examples of these meetings include performance reviews as well as regularly scheduled talks throughout the year. During these meetings, you may discuss career development options and have the worker complete an employee engagement survey.
Perform exit interviews with all employees who decide to leave your company. These interviews allow you to determine what led to their decision to leave.
Finally, consider employee Net Promoter Score (eNPS) assessments. These engagement surveys ask employees how much they enjoy work and how likely they’d be to recommend your company to someone else.
Use your survey results to assess the overall state of engagement throughout your company. You can even set up an employee engagement platform to make this process easier for members of your HR team.
SOURCES OF ENGAGEMENT
How can you build employee engagement in your company, improving business outcomes and the financial health of your company? Each component of your company can contribute to increased levels of engagement.
Managers
Senior leaders in your company play a pivotal role in generating engagement. Managers who keep the lines of communication open help employees feel like their voices matter. Managers need to be a coach for their employees by helping them set goals and expectations.
Increase Your Engagement – Cloverleaf helps employees bring their whole selves to work.
Maximize Talent – Uncover hidden employee strengths and potential.
Build Trust – Help employees build empathy and trust.
Teams
Cloverleaf helps teams to love working together through personalized insights about each team member which helps employees better understand one another, communicate better, and improve their relationship with the entire team. Employees who work in teams feel a greater sense of belonging. One satisfied employee often encourages a sense of well-being and devotion in other workers.
Interest Groups
Business interest groups represent the desires of multiple businesses in an industry. Allowing employees to work with these groups can boost engagement metrics.
Company-Wide
Developing a culture that values employee contributions helps generate higher levels of employee engagement.
EXAMPLES OF GOOD EMPLOYEE ENGAGEMENT
Companies with good levels of employee engagement make decisions based on the results of survey data. They focus on performance management and treating each employee as a valued member of their team.
Southwest Airlines represents an example of a company that focuses on employee engagement. The company allows a lot of employee autonomy, even letting employees design their own uniforms. As a result, employees realize that their voice is heard and the company values their point of view because they listen and take action.
STEPS TO DEVELOP ENGAGED EMPLOYEES
A satisfied employee does far more from your business than an employee who feels disconnected from the values and goals of the company. Encourage engagement by:
Providing information about expectations for new hires during the onboarding process
Offering extensive training opportunities
Setting up safe channels for employee feedback
Giving employees specific congratulations
Promoting a healthy work-life balance
If you complete employee engagement assessments, make sure that you implement the survey results to demonstrate how much you value employee engagement.
IMPLEMENT AN EMPLOYEE ENGAGEMENT STRATEGY
Want the benefits that come with healthy engagement from your employees? You can set up a strategy to encourage employee engagement by following the guidance in this article and considering employee engagement software.
Employee engagement software provides you with a toolset to measure employee engagement levels. Software systems allow you to set up assessments and surveys for employees to take on a regular basis.
The software records the results of these assessments, providing you with easy-to-understand data about the state of engagement in your company. Keeping your finger on the pulse of employee emotions helps you make adjustments to the policy as needed, keeping engagement levels high.
Our team at Cloverleaf equips you with tools you can use to set up a strategy to boost engagement levels for employees throughout your company. Our tool sets provide you with several assessments you can use.
We also provide personalized insights about your business. We offer services for teams, coaches, and enterprises, allowing you to select the tools that do the most for your company. Our team even provides training for onboarding, enabling you to start connecting with your new employees and engaging them from the start.
PEOPLE ALSO ASK:
What Does Employee Engagement Mean?
Engagement deals with how dedicated your employees are to the success and mission of your business.
What Are Examples of Employee Engagement?
Your employees demonstrate that their engagement with your company when they:
Recommend your business as a place of employment to their friends
Go above and beyond to serve your customers
These actions only reflect examples of engaged behavior that you may see in your employees.
What Is Employee Engagement, and Why Is It Important?
Engagement from your employees reflects employee willingness to put your business first. This form of engagement is vital because it has a direct impact on employee satisfaction and happiness. It also helps improve customer satisfaction, as engaged workers often take extra steps to please your customers.
Why Is Employee Engagement So Important?
Healthy levels of employee engagement help your business grow and thrive.
Learn more about your work team and how to engage each teammate with Cloverleaf.
WHY BUILDING AN EMPLOYEE ENGAGEMENT PROGRAM IS VITAL FOR BUSINESS SUCCESS
An engaged employee is more productive, loyal, and willing to work harder than an unmotivated employee. Disengaged employees and disgruntled employees are a threat to the security and the safety of an organization.
Workplace motivation is more than just a paycheck. People so often dedicate years of their lives to projects that offer little or no financial reward. At Cloverleaf we believe no one should dread coming to work every day.
PUTTING TOGETHER EMPLOYEE ENGAGEMENT STRATEGIES
Effective employee engagement has to be more than a slogan or a euphemism for conventional “carrot-and-stick” motivation. Positive reinforcement, or rewards, is important, but employers need to recognize that intangible benefits can be more important than tangible rewards as drivers of employee engagement.
A worker engagement strategy should align the core values of the company with the employees’ identity, self-concept, and deep motivational drives.
The best practices in developing an employee engagement strategy are:
Measuring engagement effectively
Understanding employee needs
Establishing multiple feedback channels
Fostering two-way communication
Making the right changes in the workplace
Employers and managers have to understand what employees want. Marketing researchers invest time and money in modeling consumer behavior to better understand the customer experience and provide customer satisfaction. An employee engagement model requires the same level of investment.
Employees want to do well at a job, but they want more than that. They want to belong to a team that values their contribution, and they want to feel their work has purpose. They want to feel they have paths to personal and career development. If the entire company can demonstrate that it understands employee needs and follow through by meeting them, engagement initiatives are more likely to succeed.
Each employee is different, learning and communicating in unique ways. They have varying needs that might require different accommodations. Consider the following examples of employees.
A stay-at-home father who wants meaningful work but needs childcare benefits and a clear sense of work-life balance
An aspiring writer who is working to pay her bills while she finishes her first novel
An employee with a poor self-image who works long hours to escape an unhappy marriage
A perfectionist who creates exceptional work but is easily frustrated and demoralized
Managers should encourage employees to express these differences in a constructive way, without fear of judgment. The employee benefits package, including workplace accommodations, schedules, and perks, should be flexible enough to motivate and retain a diverse and varied workforce.
Constructive communication is essential at every stage. The hiring process and onboarding orientation should clearly communicate job expectations. HR professionals should understand the career goals of new employees as well as their needs for personal development, inside and outside of the workplace.
Continue to promote employee development throughout their careers and recognize the value of senior employees. When employees leave the company, don’t brusquely escort them out. Understand their experience and the lessons it can teach for performance management and employee retention in the future.
HOW TO MEASURE EMPLOYEE ENGAGEMENT
Employees work better as a team; Cloverleaf helps empower your team to do their best work while building better relationships: Engagement encompasses many things, including:
Diligence at work tasks
A feeling of personal connection to the company
A mindset that focuses the employee on shared goals of co-workers, team members, and management
Measuring employee engagement requires attention to employee thoughts, feelings, and actions in different ways. A complete picture of employee engagement requires measurement strategies that target each aspect of employee engagement in different contexts. Employers and HR managers can tailor messages, policy changes, and engagement initiatives to meet specific needs.
Monitoring employee performance allows managers to track behavioral signs of employee disengagement, such as
Using the work computers for entertainment
Failure to comply with workplace rules
Absenteeism
Non-verbal cues of disengagement are equally important. An employee who suddenly seems withdrawn, glum, short-tempered, distracted, or anxious may not be optimally engaged.
Lastly, it is important to know what employees think of the company, its purpose, and their personal stake in its success. If employees believe the company only pays lip service to its mission statement or if they feel personally overlooked or exploited, they will find it difficult to perform effectively at work.
The measurement process should not be focused on judgment but on identifying and solving problems. Disengaged employees might have physical or mental health issues. They might have lost loved ones, or they might be experiencing harassment in the workplace or abuse at home.
Engagement initiatives should focus on job crafting which is the act of understanding employee needs and finding constructive ways to bring them back into alignment with the organization.
Giving the employee time off, letting them relax at their workstation, or providing help outside the workplace could allow the employee to get through a difficult time in their life. Adjusting and being flexible to employees’ needs fosters a deeper engagement in the long term.
HOW MAKING THE RIGHT CHANGES CAN BOOST EMPLOYEE ENGAGEMENT
Providing Work Incentives
Keep in mind that incentives can be financial rewards, benefits, and intangible rewards. The incentives should match employee needs.
A pay raise could reduce anxiety and improve engagement for employees facing unexpected costs or saving for a major purchase. However, giving one employee a pay raise without benefiting others could lead to feelings of unfairness.
Building Out Structured Career Paths
For all employees, particularly those motivated by status and ambition, skill development training and other professional development programs give employees access to meaningful work that meets company needs and can justify recognition and pay raises.
Celebrating Wins
Employees who need validation and a sense of belonging could benefit from recognition programs and awards at company events. However, fairness is an issue here as well. An inauthentic pat on the back could make the employee more distrustful and make other employees jealous.
Employee recognition is most effective when it connects to valued incentives and genuine professional development. If you have invested in employee growth, you will be able to engage employees by celebrating that growth.
Try not to frame wins as zero-sum games where one person’s win is another person’s loss.
Conducting Yearly Award Ceremonies
A yearly award ceremony is a good way to build team spirit and recognize star performers. The ceremony could reward productivity but also recognize employees who exemplify the company’s values and contribute to the workplace in intangible ways.
The award ceremony should be accessible to all and provide many opportunities for recognition. Employee surveys should measure whether anybody felt uncomfortable, jealous, or disaffected at the ceremony.
PEOPLE ALSO ASK
What Are Employee Engagement Programs?
Companies worldwide are investing in employee engagement initiatives. They help managers, HR leaders, business leaders, and others with a stake in the workplace environment to:
Foster enduring employee loyalty
Motivate new hires during the onboarding process
Create a workplace culture that engages employees
Ensure that employees remain engaged while doing remote work
Inspire diligence, creativity, and productivity in employees
Turn workplace tasks into passion projects
What Makes a Good Employee Engagement Program?
A good employee engagement program uses multiple methods for engaging employees, including several feedback methods. These include employee engagement survey data, meetings, and anonymous reports to understand employee thoughts, behaviors, and actions. It uses that information to promote employee satisfaction, growth, and development.
The program is adaptable so that it can serve the needs of diverse employees but transparent so that employees perceive it as fair and are able to voice their concerns.
The program should also inspire a change in company values and company culture to promote a constructive relationship between employees and the company based on two-way communication and mutual respect.
How Do You Develop an Employee Engagement Program?
One popular approach to the development of employee engagement initiatives is the ADDIE model. ADDIE stands for Assessment, Design, Development, Implementation, and Evaluation.
The first step is identifying employee needs. Are they primarily financial, emotional, or rooted in their identity and personal ambitions? What workplace situations or structures prevent employees from engaging?
Taking into account detailed employee feedback, construct employment engagement initiatives that target specific areas of concern. As you put those initiatives in place, continue collecting feedback and determine whether they have increased engagement, productivity, and loyalty.
What Is an Example of Employee Engagement?
Consider the following examples of employee engagement initiatives.
An employee is given a more flexible schedule so that she can drop her children off at school and pick them up afterward. She values the job opportunity and works proactively with her supervisor to ensure that her work is done on time.
An employee has the ability to choose projects that interest him personally. He knows that the projects will be part of a portfolio that will help his future career advancement. He works long hours and exceeds expectations on these projects even though he does not receive extra pay for that work.
An employee is working abroad and sends money back home to his family. The job pays more than work he could get in his hometown. His employer offers performance bonuses and overtime, so he works diligently on any tasks that his manager assigns to him.
Cloverleaf Inspires People to Achieve Their Highest Potential
The Cloverleaf team provides entrepreneurs, businesses, HR professionals, and coaches with the tools they need to understand their employees and coach them to work to their full potential.
When the new year comes around, your people will likely come back to the office with plans, goals, exciting stories, and a momentum that is so important to keep alive as the following months near. Here are 10 ways that we can help you achieve this in the new year.
1. Resolve old conflict.
You’ve heard the phrase, new year, new me. Well, since you’re still you, why not say new year, better me! And how better to achieve this than resolving old conflict that was brewing with the end-of-the-year anxiety and rush. If you still feel a negative energy lingering into January, learn how to deal with conflict in the office so that everyone starts out ready for whatever comes their way.
2. ARRANGE A VIRTUAL HAPPY HOUR
If your team is used to meeting for post-work drinks or even a coffee break on a weekly or monthly basis, this is another activity that translates well to the virtual space.
Make sure that you set a suitable cap on small groups to avoid the experience being overwhelming; 10 is ideal, although 20 is workable. Get team members to bring a drink to enjoy, and pre-plan discussion points or just let the conversation flow as you would normally. Being able to sit back and trust employees to gel in this context is one of the key leadership qualities you should foster.
3. PLAY ONLINE GAMES TOGETHER
Gaming may not be everyone’s favorite pastime, but there are lots of multiplayer experiences that are great for team bonding. Fostering cohesion in this way can even be one of the pros of telecommuting that would not necessarily apply to the office.
In terms of the team-building games themselves, popular options include the trivia-based JackBox.tv titles and the Scrabble-inspired Words With Friends.
4. SET AN ICEBREAKER CHALLENGE
Activities that engage remote workers’ brains are the best to pursue, so establishing a hypothetical scenario and asking people how they would cope can spark a lot of fun and debate.
A fun icebreaker question is to ask team members to think which 3 items they would take to a desert island to survive after being stranded on a limited list. This icebreaker will get people talking and stimulate their imagination.
5. RUN A BOOK CLUB
Whether or not a book club is already part of your team’s activity schedule, this works well for remote working as it does when face-to-face meetings are possible.
Be sure to choose books that are accessible, enjoyable, and interesting. Length also matters, so avoid picking “War and Peace” unless you want to spend weeks waiting for everyone to finish and meet up.
6. SET FITNESS GOALS
Working remotely can reduce the amount of physical activity that team members get each day, so you can capitalize on this by getting remote employees to choose their own fitness goals and aim to complete them together as constructive teamwork.
Be sure that this is handled sensitively and do not put undue pressure on a member of your team for whom fitness and exercise may not come easily.
7. ENCOURAGE NON-WORK-RELATED TALKS
While virtual meetings and conference calls are all well and good, sometimes it’s nice to talk about things other than work without being scrutinized by lots of other people in real-time.
To that end, partner people in small groups with one another and ask them to become pen pals, corresponding via email about their days and boosting each other’s morale through this online team building.
8. GET CRAFTY
When working remotely, team members may have more time on their hands freed up by not needing to commute daily.
This can make completing craft projects together an entertaining option for team-building events. Whether you decide to take up pottery, woodwork, knitting, or any other craft-related hobby, doing this while chatting with colleagues on Zoom can eradicate feelings of isolation in a fun way.
9. TAKE HOME TOURS
As team members may well live long distances from one another, a remote working scenario could be the ideal opportunity to let them show off their abodes and also display a bit more of their personality to their remote team members.
Each member can be given the chance to show everyone around their home, either in real-time or by filming clips and editing them together.
10. SHARE PERSONAL PHOTOS
Seeing pictures of someone as a baby or from their youth can be a fun way to engage with others in a work environment.
Get team members to send you photos of them in their youth, collate them all together and then share them with the rest of the team in a video chat, then get attendees to guess the identity of each pic.
Read more about virtual team-building ideas here.
Most importantly, listen to each member of your team and work out which team-building activities for remote teams will best suit their personalities and needs. Being responsive and open to feedback is the best way to improve your management of virtual offices.
Do you know those days at work that feel fun, when you’re doing work you really enjoy? You probably want your people to feel the same way, but how do you know if they do?
According to Gallup® “Nearly 85% of employees worldwide are still not engaged or are actively disengaged at work, despite more effort from companies.”
Employee engagement metrics like these reveal how vital it is for managers to adjust their strategies and make employee engagement a priority.
Engaged employees are less likely to look for positions at other companies, will recommend the company as a great place to work, and often have a sense of pride about being involved in the organization.
If this sounds interesting, keep reading for 10 employee engagement initiatives that will lead to an improved employee experience that leads to increased productivity, growth, resiliency, and happier employees.
1: PROVIDING MULTIPLE EMPLOYEE FEEDBACK CHANNELS
Employee engagement surveys say that employees want to feel heard, so make it easy for them to leave feedback and get in touch with you. Also, offer multiple feedback channels, including an anonymous option.
As part of your performance management efforts, be responsive by going through this feedback and decide when it makes sense for the organization and your team.
Always be authentic and transparent with your team so they feel comfortable coming to you when they need to have a conversation.
2: RESPONDING SUBSTANTIVELY TO COMMENTS ABOUT COMPANY CULTURE
Have you ever been in a workplace that feels toxic? Did you really want to be there? Probably not. It’s vital to create a culture that promotes fairness, civility, and inclusiveness for employees from the start of the hiring process, through onboarding, promotions, and moving through the ranks.
Misaligned company culture can create an environment that’s counterproductive to what you’re aiming for, which is high employee engagement.
Whether the issues are very evident or very subtle, they may impact your team. When you can’t change the whole company culture, personalize a team culture that works best for your people.
3. PERFORMING EXIT INTERVIEWS
While current employees may shy away from fully open and honest feedback, exit interviews with an employee leaving for another company may be able to help you measure employee engagement and identify existing problems.
It’s important to identify any gaps and common trends in the feedback to learn and implement how to engage your people best and reduce employee turnover.
4. USING A COACHING TOOL TO KEEP EMPLOYEES ENGAGED
Imagine having a coaching tool that fits effortlessly into your team’s workflow and can help you drive your employee engagement initiative. Cloverleaf does just that. You can visualize your team on the Team Dashboard to get a quick view of everyone involved in engagement efforts.
Automated Coaching™ and personalized tips go straight to your team’s inboxes, providing employee engagement ideas ranging from simple reminders of each employee’s birthday to strategies to improve the work environment.
5. ENCOURAGE AND ORGANIZE VOLUNTEERING OPPORTUNITIES
Some employees donate their time and money to causes outside of work, so why not offer opportunities to express that altruistic spirit together with their co-workers?
Opportunities to volunteer for a good cause are effective employee engagement activities, promoting team building and encouraging employees to think of the company as giving. They can demonstrate company values and follow through on the company’s mission statement. Partner with local businesses to show the community what your company stands for.
Empower employees to propose volunteer activities and win back disengaged employees by helping them support causes that they believe in.
6. KEEP TECHNOLOGY AND TOOLS MODERN AND EFFECTIVE
Do your employees have computers that take way too long to boot up, struggle to load essential software, and email systems that lose important messages? If this is true employee performance will decline, and new employees struggle with glitchy hardware and software.
It’s hard to keep employees engaged when they’re working with old, slow, or insufficient tools, so empower them with the right ones. Use technology to engage remote employees, create a collaborative office environment, and encourage cross-team communication.
Make Technology a Team Effort
Talk to your team about the way they work and the problems with their current tools. Employee job satisfaction will go up when they have solutions that support their business processes and work efficiently.
When your organization chooses new software and tools, make sure to ask the end-users of these solutions which features are must-have first to avoid problems later.
7. INVEST IN YOUR EMPLOYEES
Investing in professional development for your employees will make them feel valued, improving happiness and health. Invest in both professional and personal development by promoting healthy work-life balance.
Allow employees opportunities for remote work and flexible office hours, particularly if they are facing problems in their personal lives, raising a family, or investing in their career by taking time for training and education.
8. RECOGNIZE YOUR EMPLOYEES!
Provide recognition for what your employees achieve, from extraordinary efforts to everyday personal celebrations. These are drivers of employee engagement that will help develop self-esteem and well-being. You can set up an employee of the month award or create category-specific options for your team members.
Try to make awards personalized and unique for your team so you build a sense of team identity. You can offer perks, such as gifts or additional paid time off, to engage employees to put in more effort without creating an overly competitive environment among employees.
9. CREATE AN EMPLOYEE MENTORING SYSTEM
When a new employee is onboarded, they get up to speed on business processes and other basics, but new employees have to pick up on skills and knowledge that go beyond the job description.
An employee mentoring system could match up each new employee with an engaged employee who has experience. Different employees have different learning styles, so be sure each mentor is a good match.
Reward employees who are successful mentors with pathways to senior leadership positions. Encourage employees to share knowledge and support one another by creating an open office space. Incorporate mentorship into the onboarding process by encouraging fellow employees to welcome and guide new hires.
10. ENCOURAGE SIDE PROJECTS AS A TEAM MANAGER
Your people are likely curious and have ideas for personal projects related to the organization, so provide time and resources for them.
Reward Innovation
Innovation can come from the most unlikely places. For example, Google is one of the most well-known for empowering employees to pursue side projects, which are known as 20 percent projects due to the amount of work time they can take up.
If team members have different skillsets and a similar idea, you can pair them up together to collaborate and bring it to life.
Team lunches encourage innovation by allowing team members to share ideas in a relaxed setting.
OTHER WAYS TO RECOGNIZE EMPLOYEES
Celebrate other fun things, such as birthdays, holidays, and significant life events that employees are willing to share with the team. Give employees positive affirmations if someone has a baby, adopts a pet, or achieves a personal goal.
Some people may not feel comfortable sharing much of their personal life with work, and that’s okay too. Focus more on those employees’ professional efforts, such as earning certifications or having high-performance ratings during a particularly tough project.
Employee engagement initiatives provide many benefits for the individuals, your team, and the organization as a whole. Do you want to improve employee satisfaction? Get off to a good start with these 10 employee engagement strategy initiatives.
