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  • Gaurav Mathur

Employee Engagement

"The way your employees feel is the way your customers will feel. And if your employees don’t feel valued, neither will your customers." - Sybil F. Stershic


What do we mean by employee engagement? How much does a lack of employee engagement cost an organization? What steps can we take to make employees want to give it their best? As leaders, are we focusing on these critical questions? Are we committed in making our employees engaged in the Organization? If not, then it’s time to rethink the concept.


Employee engagement is a workplace approach designed to ensure that employees are committed to their organization’s goals and values, motivated to contribute to organizational success, and at the same time, can enhance their sense of well-being. An engaged employee is a person who is fully involved in, and enthusiastic about, his or her work.


Success in business is all about people, people, and people. Whatever industry a company is in, its employees are its biggest competitive advantage. So, one of the primary responsibilities of the Leaders lies in how they keep their biggest asset, “employees”, engaged. Here’s some data that might throw a bit of light on where do we stand: A recent Gallup study found that worldwide, only 13 percent of employees feel engaged at work. The research also found that companies in the top quartile for engaged employees, compared with the bottom quartile, had 22 percent higher profitability and 10 percent higher customer ratings.


“This is about how we create the conditions in which employees offer more of their capability and potential.”– David Macleod

Engagement is all about feelings. People will forget what you say, what you do, but will never forget how you made them feel. The feelings can be:


  • Physical (having the opportunity to recharge)

  • Emotional (feeling valued)

  • Mental (having the ability to work autonomously)

  • Spiritual (feeling connected to a higher purpose)


Leaders of an Organization need to understand their people, finding their motivators and working on those to improve morale, attitude and results. It’s also critical to measure team's engagement and implement ways to create a “Culture of Engagement”. We can look at different strategies that a leader can implement immediately which cost virtually nothing and can guarantee to make people feel great about themselves:

  • Have 5 minutes desk chats with your people. Those are a way to show that you care.

  • Sending personalized notes or Thank you cards that recognize specific contributions.

  • Celebrate success with your people as they are the major force behind that.


Remember, people usually leave leaders and not organizations and its aligned leader’s responsibility for their attitude and engagement. A high-performing workforce is essential to remain competitive and even survive in tough situations. Creating programs to increase employee engagement levels must have purpose and should be intentionally pursued by the organization.


Pretend people have banner on their head “Make me feel special”.