How do you recognize Employee Engagement in your team?

In my opinion Employee engagement is about creating a culture of transparency where employees are encouraged to communicate freely without fear of retribution.

Recognising employee engagement is like so easy just that you need to be mindful and use commonsense. I keep telling managers that how come you cant see if the team is engaged, 1) Team would show collaboration 2) They support each other 3) They learn from each other 4) They resolve issues amicably 5) They show huge output 6) They are productive and creative 7) They do brainstorming sessions to do something new 8) They bring in automation cant you see if team is engaged or not if you see them doing these, you reconise them by 1) Challening Projects 2) Setting up challenging goals 3) Team progressess instead of promoting 4) You will upskill them through certification

Engaged employees are essential to a company's success and signs to look out for are: 1) An employee who is eager to contribute in a way that benefits themselves, their team and the company. 2) An employee who is aligned with and is a representative of the company's core values. 3) An employee who is willing to challenge the status quo. Celebrate this by offering them the opportunity to be a part of the decision making process and share their gifts with others. They are likely to influence others around them (including those who may be struggling) in a positive way and enhance the company's efforts to achieve its strategic goals.

Employee engagement is not just about fulfilling job duties; it's about feeling a strong connection to the organisation’s mission and vision. When employees see the direct impact of their work on achieving those goals, it not only motivates them but also fosters a sense of belonging and pride in their contributions. Effective communication and recognition of individual efforts are key factors in cultivating this alignment and, ultimately, a thriving work environment.

Celebrate Achievements: Whether it's meeting a project deadline, reaching a milestone, or exceeding targets, celebrate the achievements of your team collectively. Recognize individual contributions and the collective effort that led to success.

Pro tip: ?? Delegate praise to increase Employee Engagement. ?? In big companies, an individual's contribution gets lost. As purpose and impact are powerful drivers of Employee Engagement, when they are lacking, companies have a problem. I can share a FREE tip on how to tackle that, quite easily. ?? Our clients created a culture of company-wide peer-to-peer praise that enabled everyone to join in. ?? A public praise Heartcount feature helped divisions in other cities know about that guy from {department} who saved the day. Soon enough, the entire company participated, and management had additional data about employees who were influencers in their divisions. How about we let employees talk, and we as leaders listen? ??

Mantra is to "Keep It Real" When employees can track their progress and witness their own achievements, it provides a sense of accomplishment. Hence, it is important to course-correct and recognize their efforts at regular intervals. Performance should be measured and rewarded in real- time. This helps employees feel important, stay engaged and feel motivated to do even better.

This element cannot be overstated, as feedback is often the one thing that employees hesitate to give because they either feel as though it's futile or they're disengaged from their roles. I would add that their willingness to initiate ideas and spearhead projects is a great indicator of engagement, as ownership is the ultimate driver of motivation. Creating a culture where this is encouraged is the best way to promote engagement with your team.

In my experience, a workplace that actively encourages constructive feedback and celebrates achievements significantly enhances employee morale and performance. Open communication is paramount. Where managers hold regular one-on-one feedback sessions, they foster an atmosphere where employees feel valued and motivated to excel. Additionally, recognition programmes that celebrate both individual and team successes, strengthening camaraderie among colleagues. To nurture feedback and recognition, a culture of trust and openness is essential. When employees feel heard and appreciated, it creates a positive work environment. Regular praise and meaningful rewards further reinforce this culture, showing that their contributions matter.

Engaged employees are crucial for a thriving workplace. Their commitment boosts productivity, fosters innovation through diverse perspectives, and encourages open communication. Engaged employees create a supportive atmosphere, aiding colleagues and resolving conflicts constructively. To cultivate this environment, organisations should promote teamwork and provide tools for transparent communication, yielding highly effective, collaborative teams. Employee engagement is an investment in the organisation’s success.

Collaboration arises spontaneously in environments that support it. How do you support it? 1) Ensure employees feel a sense of freedom and choice 2) Provide opportunities for positive reinforcement and feedback. 3) Model effective communication as a leader.

Workplaces that prioritise these aspects create a vibrant and effective work environment. I often see collaboration as central to team success. Engaged employees bring diverse skills and perspectives to projects, and open communication allows for the free flow of ideas. Fostering collaboration and communication, promoting teamwork and cooperation are essential. This can be achieved through team-building activities and a culture that values diverse input. Additionally, providing accessible communication tools and platforms ensures information is readily available to all team members. Collaboration and communication are more than indicators; they are the foundation of an engaged and successful workforce.

Effective collaboration tends to feature participation from all team members in their authentic selves in the pursuit of the goal. There must be room for authenticity - if group members aren’t authentic, they won’t care. How can organizations encourage that authenticity? There needs to be clear understanding of the Mission, Vision, and Values that drive the organization forward and shape the way employees work together. Employees must be made to see how their individual contribution fits with the whole of the organization’s success. Training to that conceptual framework is the responsibility of everyone, and organizations can start building that perspective from day one for each individual.

Employee engagement should be bottom up as well as top down. Make it easy for your employees to communicate, have a platform, and have a voice. You can't do it all, and in a smaller company you and your employees can set the tone for the future of the organisation with simple collaboration and communication efforts - it doesn't have to be rocket science to be effective!

As a transformational servant change-agent service provider organization with a purpose, mission and vision statement to bring development and transformation to life and communities in society, I believe we need to extend the same courtesy to our employees. Which is why I believe that as a service providing organization, it is time we put in more efforts in people development programs for the employees, instead of always spending and wasting resources to bringing outside help to do the work employees can do, if the money is dedicated to training and development programs.

In my experience, a workplace that encourages and supports ongoing growth and skill enhancement truly empowers its workforce. I see first-hand how engaged employees exhibit a hunger for learning. They eagerly seize opportunities to acquire new knowledge and skills, and they actively apply what they learn to their daily tasks. This not only improves their individual performance but also has a positive impact on the entire team. To foster learning and development, providing a variety of learning options and formats is crucial. This can include workshops, online courses, mentorship programs, and more. Equally important is cultivating a growth mindset within the organisation, where employees believe in their potential to grow and adapt.

With the explosion of knowledge and new things cropping up at dime a dozen, constant learning and upgrading one’s skills is of paramount importance. Unlearning, learning and relearning is the need of the hour. Employees who do not up skill themselves will be left behind. Employers should also help employees to re-skill themselves.

Employee well-being should go beyond just physical and mental health. It should encompass emotional, financial, and social wellbeing. Work-life balance, addressing social equity concerns, ensuring mental health support and fostering a sense of financial stability are all imperative to creating a holistic well-being environment.

Satisfaction and well-being are vital for employee engagement, leading to increased productivity, lower turnover, and improved morale. When employees feel valued and cared for, they become more committed, creative, and collaborative, resulting in higher-quality work and better customer service. Additionally, focusing on well-being attracts top talent and fosters resilience, making the organization more adaptable to change. Promoting employee satisfaction involves recognizing contributions, encouraging work-life balance, offering professional development, fostering open communication, and creating a supportive, inclusive environment that prioritizes mental and physical health.

Finding your company EVP can be keen to bolstering engagement with your employees. Understanding what they want in line for the work they put in will result in better productivity, and happier employees. This doesn't have to include pay rises, promotion, or expensive perks. It can be as simple as 'giving a voice' or 'recognition' that improves results.

I do believe that fostering satisfaction and wellbeing involves more than just ensuring a positive culture and offering flexibility and autonomy. It also entails recognising the unique needs of employees and providing resources and support for mental health and worklife balance. An inclusive approach that considers individual circumstances can go a long way in enhancing engagement. Satisfaction and wellbeing are not merely indicators of engagement; they are fundamental to creating a motivated and resilient workforce. Success lies in the importance of holistic support and a culture that values the happiness and health of its employees for long-term success.

Engaged employees want others to know they work for you. Are they active promoters or active dissenters? Do their words ooze positivity? Or does their snarkiness drown their optimism?

I've been told multiple times by managers that no company has loyalty to any employee but I've also been told that my loyalty is appreciated. Not sure who to believe but what I can say is, that the job market is hot and to foster true advocacy and loyalty, organizations need to look beyond engagement strategies and consider comprehensive support for employees' professional and personal needs.

Employee engagement relies heavily on the mindsets and skill sets of the direct manager. I believe that when a manager is able to have effective conversations with their employees they are better able to unlock the potential in their teams, and identify how best they can support their team members' individual needs.

In the previous mentioned points, there is a focus on some general concepts. I think we can recognize the team's engagement more specifically in difficult times by whether everyone is willing to contribute to face a challenge or whether everyone is stuck to their job description or to office hours.

How to recognise employee engagement? Seek it! If you're not talking to employees, understanding what msging they're sending, asking them questions, you won't get answers! Employee Engagement can easily be rewarded by encouragement and thank yous, however linking good engagement with good results is powerful and rewarding to employees.

In our experience, what an engaged employee 'looks like' can vary from one organisation to the next (even from one team to the next). So a bespoke engagement index is often the way to go. Common factors and key drivers to watch for though include: - Intention to stay (working for your organisation) - Advocacy - prepared to recommend your organisation - Belief in your big picture goals (mission) - Trust in leaders - Feel recognised and rewarded fairly - Have opportunities to develop