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Enhancing the Level of Employee Engagement

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This discussion guide is designed to help you as a manager recognize, build and foster engagement on your team. This is not intended to be a one-time use discussion guide, but instead is designed to be a resource for continued conversations to boost engagement.

As leaders

We are responsible for fostering individual and team engagement. It is important we check-in on our own well-being to keep a calm, positive mindset when we approach these conversations, which will cast the tone and set the example for our teams. When we choose to prioritize kindness, compassion, and empathy when engaging with employees, we show that we are committed to their well-being and success.[1] When employees believe that their managers care about them personally and demonstrate this, it will build trust and add to a positive work environment.[2]

During challenging times

Managers need to understand the thoughts, feelings, and state-of-mind of their employees, keeping in mind that each employee will be in a different place.

  1. Begin by understanding the continuum of change and engagement employees are likely experiencing, particularly during times of uncertainty.
  2. Once you understand your team’s personal state of engagement, section 2 is designed to help you have conversations with your employees to re-engage them in their work, accomplishments, and career, and navigate them through change.
  3. In addition to these engagement conversations, section 3 provides information on ways to re-engage your team.

Employee Engagement Defined

Employee engagement is an approach at workplaces that motivates employees to stay committed to their organizational goals and to do their best at work. It can broadly be defined as the extent to which employees are invested in their job and put in the amount of effort that is needed to get a job done. Engaged employees are more motivated and productive than their counterparts.

Factors that Influence Employee Engagement

Deloitte’s years of research and experience with hundreds of organizations suggests that five main indices and underlying attributes work together to drive employee engagement. 

Employee engagement manager guide chart: trust in leadership, supportive management, meaningful work, positive work environment, growth opportunity

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The Impact of Employee Engagement on the Organization

Most organizations focus on their deadlines and getting work done instead of focusing on the level of employee engagement in their organization. They tend to forget that it is also important for employees to be enthusiastic about what they are doing. One engaged employee can contribute a lot more to organizational productivity than ten disengaged employees. Here’s how employee engagement can have a positive impact on your organization.

Satisfied and engaged employees

Employee engagement is one of the many ways to boost employee job satisfaction. Engaged employees are more satisfied with their jobs than the others. Focusing on employee engagement helps you create a positive workplace culture that drives organizational success. When employees are satisfied with their job responsibilities, they put extra effort into what they are doing and improve their overall performance.

Better employee retention & talent acquisition

It is a known fact that the more an organization focuses on its employees’ happiness and satisfaction, the more loyal the employees are to the organization. When your organization focuses on employee engagement and satisfaction, it not only attracts quality talent for your team but also helps you retain your existing employees better.

Increased employee productivity

Employee productivity is important to any team. The more productive your employees are, the more successful you’ll be as a team, business, or organization. According to Gallup, highly engaged teams are 21% more productive than those with low engagement. Engaged employees are innovative and always have an idea or two about what they can do better. Their quality of being collaborative and enthusiastic towards work, allows them to complete their workplace goals more effectively, which leads to increased workplace productivity.

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