What are some examples of employee engagement initiatives that have a positive impact on business outcomes?

People want to be valued for their unique talents and apply those talents to make unique, valued contributions. They want to feel valued every day. The recognition examples cited above are typically applied generically such as “good job” and sporadically by managers. Teams designed to solve problems that require diverse talents and skills provide opportunities to leverage unique capabilities and achieve more by leveraging complementary talents of others. Peer learning and recognition are powerful - and team results highly visible.

A well-known quote goes ‘Recognition delayed is recognition denied’. Employee recognition should be timely & publicized - awarded soon after an employee’s achievement/milestone. Whether it be via a formal recognition platform or an informal team meeting, managers should recognize employee accomplishments in a timely manner.

One of the simplest ways to recognize an employee is to genuinely say 'thank you.' Expressing this gratitude creates a connection between two people, and it means that a good deed has been acknowledged and remembered.

The #2 reason for voluntary turnover is lack of development. It’s important to encourage & allow employees the opportunity to take courses that develop their skills & align with their career interests. Doing so can help enrich their experience, enhance job embeddedness, & reduce voluntary turnover intentions.

Timely feedback is CRUCIAL for employee engagement & retention. Whether it be positive feedback after a completed project - or constructive feedback after an issue - managers should provide real-time feedback to their employees. Failure to do so can discourage employees & lead to disengaged attitudes (& eventual turnover).

While the organization’s purpose & mission can provide a broad sense of meaning, if employees cannot connect their work directly to outcomes that make a difference, there is little to “motivate” them to put forth more energy and effort. The work itself must be “purposeful” and outcomes must be personally meaningful. While many jobs are 3 or more steps removed from their org impact, when employees have the opportunity to master new skills and achieve more, work is personally rewarding.

Another important area is creating a workplace that is diverse and inclusive and helps employees have a sense of belonging. Research shows that employees who feel they belong to a workplace are three and a half times more productive, innovative,l and more creative.

Employee engagement initiatives shouldn’t just be HR’s prerogative - all managers and leaders, regardless of function and level, should think about how they can make employees more engaged in their area. It’ll not only improve employees’ wellbeing, but the business’s bottom line as well.