4. pride in work

According to Harvard Law professor, Linda Hill, “a clear and compelling purpose is the glue that binds a group of individuals together." Think about it. The first step of any workplace collaboration effort is to develop team goals and objectives. These goals, then, become the focal point of the team.

Your workers want to be part of a team and feel like they belong. They want to take pride in their work and see how their roles play a greater purpose in the overall success of the business. It’s through this sense of joint purpose that employee engagement can take hold and flourish.

Remote and hybrid work schedules can make this type of engagement more difficult. Through regular team meetings, frequent check-ins and constant feedback, engagement in the workplace, even in remote environments, can flourish.

It can also be difficult to build this sense of purpose and pride among deskless workers. These workers encompass nearly 80% of the global workforce and account for almost all shift workers, especially those working in manufacturing, healthcare and retail. Deskless workers tend to focus on their daily tasks, workplace safety and productivity and spend less time attending company meetings and participating in collaborative projects.

For these roles, manager interaction is crucial. Managers can help employees feel valued at work by providing adequate feedback and consistent recognition.

5. safe work environment

A safe work environment promotes employee engagement, and high levels of engagement in the workplace can significantly reduce the number of workplace incidents. Studies show that employees who aren't engaged in the workplace experience 60% more accidents than engaged workers. As you already know, safety issues in the workplace can lead to higher turnover, increased costs, losses in productivity and decreased job satisfaction.

It's up to the company to provide the necessary tools, training, practices and policies to create a safe workplace environment. However, it’s the role of managers, mentors and trainers to ensure these practices and policies are followed, the tools are used correctly and that all employees are fully trained. This requires communication, organisation and engagement.

Your employees must also be able to communicate any safety questions and concerns and feel as if leadership is listening and ready to take action if necessary. It's only through this level of engagement between company leadership and employees that you can achieve meaningful results.

6. enhanced employee experience

Many employers erroneously believe that employee engagement and employee experience are the same things. This is simply not true. The employee experience is the journey a worker takes from the first contact with the company (when applying for the position) to their exit from the company. While employee engagement should be a critical part of the employee experience, it is not a specific process, course or timeframe.

Rather, employee engagement is based on emotions, perceptions and feelings. It’s the level at which an employee feels committed to the company and its overall success. The earlier in the employee experience you can begin engagement, the better results you can achieve. The trick is to develop strategies to increase employee engagement during each stage of the employee experience.

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