Employee engagement is more than just a trendy buzzword – it’s a critical factor that influences your organization’s overall success! Defined by Gallup as “the involvement and enthusiasm of employees in their work and workplace”, employee engagement measures how connected your team feels to your organization’s mission and goals. When employees are engaged, they’re not just clocking in and out – they’re actively contributing to your organization’s growth and overall success.

But here’s the sad reality: only 23% of employees worldwide (and 33% in the U.S.) are truly engaged at work! This statistic reveals an enormous opportunity for organizations to improve performance by focusing on engagement strategies, particularly targeting employees who fall in the middle of the engagement spectrum – not the superstars or the disengaged, but those who can be shifted with the right approach. When it comes to how to achieve employee engagement, there’s several things to keep in mind.

Why Employee Engagement Matters

Your employees make decisions and take actions every single day that affect your organization’s culture, effectiveness, and profitability. Without engagement, these actions can become apathetic, routine, or even detrimental. When employees are disconnected, organizations face challenges, including:

Increased absenteeism
Higher turnover rates
Reduced productivity
Poor quality and customer satisfaction
Greater safety risks and accidents

Gallup’s research shows that companies with highly engaged employees reap significant benefits, like:

23% increase in profitability
18% boost in productivity (sales)
10% rise in customer loyalty/engagement
78% reduction in absenteeism
63% decrease in safety incidents

When employees feel empowered to contribute, valued, and connected with their organization’s purpose, they’re more likely to produce better business outcomes regardless of industry or organization size.

Empowering “The Middle”

Organizations often make the mistake of focusing on employees who are either highly engaged or actively disengaged. While both ends of the spectrum deserve attention, the real opportunity lies in the middle: the employees who are not fully engaged but aren’t entirely checked out either. These individuals often need just a little encouragement to become more involved, such as:

Feeling empowered to participate in decision-making.
Understanding how their role connects to the organization’s mission.
Receiving support and coaching from their managers.

Shifting this group toward engagement can create a ripple effect throughout the organization, improving morale, productivity, and team dynamics.

The Role of Managers in Employee Engagement

A super critical factor for fostering employee engagement is the role of managers. Gallup’s research shows that a whopping 70% of the variance in team engagement is determined solely by the manager! This means that no matter how strong the organizational policies or initiatives are, managers have the greatest influence on whether employees feel connected and motivated.

To succeed, managers need to:

Clearly define expectations and goals.
Provide consistent feedback and coaching.
Recognize and develop employees’ unique strengths.
Maintain meaningful, ongoing conversations that go beyond quick check-ins.

When managers actively support and advocate for their employees, they create a culture of trust and collaboration that drives engagement.

How to Achieve Employee Engagement

1. Focus on Purpose

Employees want to know that their work matters. Connect their daily tasks to the broader mission of the organization.

2. Invest in Development

Growth opportunities show employees that the organization values their potential and is willing to invest in their success.

3. Build Strong Relationships

A caring manager who takes the time to coach, listen, and engage can make all the difference.

4. Foster Meaningful Connections

Regular check-ins and coaching conversations provide employees with the clarity and support they need to thrive.

5. Leverage Strengths

People want to be known for what they do best. Aligning tasks with strengths leads to greater satisfaction and productivity.

The Bottom Line

Employee engagement is not just an HR initiative – it’s a strategic business priority that impacts every single aspect of your organization. When employees feel connected to their work and supported by their managers, they’re more likely to invest their time, energy, and creativity into helping the organization succeed.

By focusing on meaningful engagement strategies and empowering employees in “the middle”, your organization can unlock its full potential – boosting morale, improving business outcomes, and creating a thriving workplace culture!

Feeling stuck and need a hand improving your team culture? Reach out! I’d love to help.

How to Achieve Employee Engagement (+ Why it’s Vital to Your Organization’s Success!)