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12 Employee Engagement Articles You Need to Read

Employee Engagement Articles

Employ­ee engage­ment is more than just a buzz­word. Increas­ing­ly, research is show­ing direct cor­re­la­tion between how engaged your employ­ees are, and key per­for­mance met­rics like pro­duc­tiv­i­ty, prof­itabil­i­ty and reten­tion. Below, we have col­lect­ed 12 blogs, arti­cles and resources that explore the top­ic of employ­ee engage­ment in more detail, includ­ing fac­tors that influ­ence employ­ee engage­ment, how goal-set­ting affects employ­ee engage­ment and whether perks play a huge role when it comes to employ­ee engagement.

Each of the employ­ee engage­ment arti­cles on this list has the poten­tial to improve your organ­i­sa­tion, your work­place process­es and your com­pa­ny cul­ture to pro­mote health­i­er lev­els of employ­ee engagement.

1. How to Ensure Your Remote Staff Is Engaged

With remote work­ing becom­ing increas­ing­ly com­mon and with more com­pa­nies than ever embrac­ing flex­i­ble work­ing, now is the per­fect time to dis­cuss how to keep employ­ees engaged when they are geo­graph­i­cal­ly dis­persed and lack typ­i­cal day-to-day, face-to-face con­tact with their col­leagues and managers.

This Entre­pre­neur arti­cle, writ­ten by Raad Ahmed, dis­cuss­es three strate­gies to keep remote employ­ees engaged. Raad touch­es on goal set­ting, account­abil­i­ty and cre­ative workarounds for issues such as time zones, which can cause com­mu­ni­ca­tion break­down if not man­aged appropriately.

2. 8 Employ­ee Engage­ment Strate­gies That Actu­al­ly Work

This arti­cle, writ­ten by Kate Heinz, dis­cuss­es var­i­ous tac­tics and strate­gies to keep employ­ees engaged. Kate cov­ers impor­tant con­sid­er­a­tions such as keep­ing true to com­pa­ny val­ues, pro­vid­ing oppor­tu­ni­ties for devel­op­ment and growth, and reward and recog­ni­tion. Kate also dis­cuss­es the need for hon­est, con­tin­u­ous feed­back ses­sions — some­thing we’re advo­cates of at Clear Review. The arti­cle uses real exam­ples to back up each strat­e­gy, so you can get a true appre­ci­a­tion about how these strate­gies work in real companies.

3. How Col­lab­o­ra­tive Goal Set­ting Dri­ves Employ­ee Engagement

We often dis­cuss employ­ee engage­ment in the Clear Review blog. Our per­for­mance man­age­ment soft­ware is built around the employ­ee and how to engage them, moti­vate them and help them succeed. 

In this blog, we focus on the impor­tant issue of goal set­ting in rela­tion to employ­ee engage­ment. We look at why goal set­ting should be col­lab­o­ra­tive between employ­ee and man­ag­er. We also draw on research and sta­tis­tics that reflect the real­i­ty that when employ­ees and man­agers col­lab­o­rate on objec­tives and goals, employ­ees are like­ly to feel more own­er­ship over their work and, as a result, be more engaged. We also cov­er strate­gies for cre­at­ing col­lab­o­ra­tive goals.

4. Why Tenure Mat­ters for Employ­ee Engagement

This Forbes arti­cle, writ­ten by H.V. MacArthur, is an inter­est­ing read, as it looks at employ­ee engage­ment from a tenure per­spec­tive. Read­ing this arti­cle, you’ll learn how employ­ee engage­ment lev­els can fluc­tu­ate through­out the employ­ee life­cy­cle, when employ­ees are like­ly to be most engaged and how the devel­op­ment phase” affects employ­ee engage­ment. The arti­cle also gives use­ful hints and tips on how to man­age employ­ee engage­ment the longer an employ­ee has been with your company.

5. What Is Employ­ee Engage­ment & Why Does It Matter?

This Glass­door arti­cle by Mar­ca Clark not only dis­cuss­es what employ­ee engage­ment is and how impor­tant it is, but it also dis­cuss­es the three main com­po­nents that employ­ee engage­ment hinges upon and how best to mea­sure employ­ee engagement. 

The arti­cle cov­ers the sev­en met­rics for mea­sur­ing employ­ee engage­ment, includ­ing employ­ee recog­ni­tion, empow­er­ment, pur­pose and work-life balance. 

Check out our blog on employ­ee recog­ni­tion, its rela­tion­ship with employ­ee engage­ment and how per­for­mance man­age­ment soft­ware can help recog­nise employ­ee accom­plish­ments.

6. His­to­ry of Employ­ee Engage­ment — From Sat­is­fac­tion to Sustainability

Employ­ee engage­ment might seem like a new con­cept, but it’s been around for quite some time. The term first appeared in an aca­d­e­m­ic jour­nal in 1990, and since this time, employ­ee engage­ment has evolved, changed and matured. Look­ing back at where employ­ee engage­ment got its roots, we can gain a real appre­ci­a­tion of how work pri­or­i­ties have evolved from focus­ing on results to tru­ly valu­ing the employee.

In this HR Zone arti­cle by Tom O’Byrne, we get to explore where employ­ee engage­ment came from and how it has changed over the years. 

7. The Results Are In, And Cur­rent Employ­ee Engage­ment Strate­gies Aren’t Work­ing: Here’s What Does

In this Forbes arti­cle, Nicole Ben­daly dis­cuss­es what might just be the keys to employ­ee engage­ment — team­work and col­lab­o­ra­tion. The arti­cle cov­ers how being part of a team is like­ly (accord­ing to some sources, at least) the sin­gle most impor­tant fac­tor of employ­ee engage­ment and how when an employ­ee is part of a team, they are two to three times more like­ly to be ful­ly engaged than those who work in isolation.

8. The #1 Way to Solve Your Employ­ee Engage­ment Problem

When it comes to employ­ee engage­ment, there will always be arti­cles pro­claim­ing to have found the lead­ing con­trib­u­tor or key” to employ­ee engage­ment. In real­i­ty, employ­ee engage­ment is a com­plex com­bi­na­tion of sev­er­al dif­fer­ent (and equal­ly impor­tant) fac­tors. This Inc arti­cle writ­ten by Jere­my Gold­man dis­cuss­es anoth­er cru­cial ele­ment in the employ­ee engage­ment puzzle. 

This arti­cle explores the ben­e­fits of imple­ment­ing an effec­tive Learn­ing Man­age­ment Sys­tem (LMS), which you can use to deploy online train­ing mate­ri­als and track employ­ee progress. The idea is to fill knowl­edge gaps and improve over­all com­pa­ny per­for­mance while boost­ing employ­ee engage­ment through gam­i­fi­ca­tion and devel­op­ment opportunities. 

This is an impor­tant read, par­tic­u­lar­ly if you aren’t pri­ori­tis­ing learn­ing and devel­op­ment at your organ­i­sa­tion — this is a con­cern for employ­ee engage­ment and, con­se­quent­ly, employ­ee turnover. Research shows that mod­ern employ­ees look at careers as devel­op­ment oppor­tu­ni­ties. To keep employ­ees engaged, moti­vat­ed and sat­is­fied, you need to help them con­tin­u­al­ly evolve and improve. 

To find out how to help your employ­ees devel­op and grow, check out our blog on per­son­al devel­op­ment objec­tives.

9. 5 Ways Employ­ee Engage­ment Makes Your Com­pa­ny More Competitive

This Entre­pre­neur arti­cle by John Boit­nott explores the real busi­ness ben­e­fits of address­ing and improv­ing lev­els of employ­ee engage­ment. These ben­e­fits include (but are not lim­it­ed to) increased pro­duc­tiv­i­ty, improved cus­tomer sat­is­fac­tion and few­er safe­ty failures. 

Of course, there are more ben­e­fits than are men­tioned in this arti­cle, but this piece is a sol­id start­ing point in terms of why we should care about employ­ee engage­ment today.

10. The Close Ties between Onboard­ing and Employ­ee Engagement

This Pre­dic­tive Index blog post by Kent Peter­son reminds us that employ­ee engage­ment is an impor­tant con­sid­er­a­tion from day one — there are even oppor­tu­ni­ties to engage employ­ees dur­ing the recruit­ment process.

By main­tain­ing good lev­els of com­mu­ni­ca­tion through­out the onboard­ing process, set­ting clear expec­ta­tions and giv­ing your employ­ees the right guid­ance, you set the tone and allow for greater lev­els of employ­ee engage­ment in the long run. The take­away from this arti­cle is that if you give your employ­ees authen­tic­i­ty, trans­paren­cy and trust from day one, you will be repaid with a high­ly engaged employee.

This blog also explores the real, con­crete ben­e­fits of pri­ori­tis­ing onboard­ing with employ­ee engage­ment, includ­ing how when onboard­ing is done right, employ­ees are:

  • 18 times more like­ly to feel high­ly com­mit­ted to your organisation
  • 30% more like­ly to feel strong­ly aligned and inte­grat­ed with your work­place, its cul­ture and its values
  • 30 times more like­ly to be sat­is­fied with their work

11. If Your Man­agers Aren’t Engaged, Your Employ­ees Won’t Be Either

This Har­vard Busi­ness Review arti­cle writ­ten by James Har­ter dis­cuss­es how employ­ee engage­ment and employ­ee expe­ri­ence begin with an employ­ee’s first impres­sion of an organ­i­sa­tion. This includes their line man­ag­er. Employ­ees can only real­ly feel engaged if they are led by man­agers who are engaged, too. This arti­cle is an impor­tant reminder not only of the impor­tance of the rela­tion­ship between the man­ag­er and the employ­ee but also of the fact that man­agers play a huge (and very influ­en­tial role) in peo­ple management.

12. Do Perks Improve Employ­ee Engagement?

Employ­ee engage­ment is a com­pli­cat­ed top­ic that encom­pass­es a lot of areas, fac­tors and tools. Com­pa­ny perks is one sub­ject always raised in rela­tion to employ­ee engage­ment. This Peo­ple Insight blog pos­es the ques­tion of how impor­tant perks are in rela­tion to employ­ee engage­ment — do they actu­al­ly make a difference?

The blog post cov­ers what perks employ­ers should pri­ori­tise and that dif­fer­ent perks appeal to dif­fer­ent employ­ees. The blog cov­ers tan­gi­ble (extrin­sic) and intan­gi­ble (intrin­sic) moti­va­tors and when to use each. Impor­tant­ly, the blog also explains that perks won’t solve your employ­ee engage­ment issues, but they can help to engage employ­ees to some degree.

We built our con­tin­u­ous per­for­mance man­age­ment soft­ware with employ­ee engage­ment in mind. To see how we can boost engage­ment lev­els and improve inter­nal com­mu­ni­ca­tion, book a free per­for­mance man­age­ment soft­ware demo today.