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How to Build Employee Engagement

3 Sep 2012 - Blog

How to Build Employee Engagement


Staff surveys can help businesses understand what they need to do to improve their employee engagement plan. The UK bank Natwest tries to attract new staff on its website by claiming that they “promote a culture where you can share ideas, best practice and support your colleagues.” Staff survey results have shown that feeling valued is a key part of making someone feel part of a company. Natwest has clearly recognised the value of promoting its engagement philosophy of shared ideas and support as a key way of attracting the brightest staff into their ranks.

One of the mistakes that many businesses make regarding employing staff is the assumption that salary is the most important factor when it comes to comes to making successful appointments. Whilst income no doubt plays a significant role in an employee deciding whether to join or stay with a company, smaller factors do come in to play which are just as important.

According to Elizabeth Cogswell Baskin, President and Chief Executive Officer of Tribe Inc, which is an internal communications agency in Atlanta (USA), people are increasingly caring about finding purpose in their work with “rewards beyond just their pay cheque and a day-to-day work environment.” Baskin suggests that employers should consider offering employees at least one or two staff benefits which catch the imagination. Here is a list of suggested benefits that you could introduce into your workplace:

  • Hold a pizza night once a month at a local restaurant or bar where employees can socialise with each other outside of work.
  • Create a quiet room where staff can get some peace to contemplate life, the universe, and everything.
  • Encourage your staff to turn off their company mobile phones during the evenings or weekends, so that they don’t always feel that they are on call.
  • Install a decent coffee making machine in the staff room – this can make a huge difference to employee attitudes!
  • Allow employees to spend a certain percentage of the work week on independent or social enterprise projects which can boost the local community.
  • Create a quiet room for meditation or naps, or a games room for staff to enjoy on their breaks.
    Whilst such suggestions will not be possible for every type of business, there are always small things which can improve employee engagement. In terms of achieving an optimum business performance, there are many more obvious points which businesses often miss. These include:
  • Paying a decent wage to employees. Average wages can result in average employees.
  • Treating your workforce fairly to avoid destructive resentment from building up quickly.
  • Creating manager employee engagement strategies with a clear chain of command.
  • Always allowing employees the possibility for advancement. This does not necessarily have to mean an increase in salary or a different job title – simple assigning a new and interesting task can boost an employee’s self-worth.
  • Listening to your staff – you’ll be surprised just how often they recognise problems before senior managers do.


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