The Role Of Employee Engagement In Retaining Top Performers

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The Gallup survey of roughly 67,000 people in 2022 found only 32% of workers are engaged with their work compared with 36% in 2020.

The share of workers found to be "actively disengaged" has risen since 2020, while the share of those in the middle - those considered "not engaged" - has remained about the same.

Alarming, right? 

Not only this. Disengaged employees cost an additional $3,400 for every $10,000 in salary.

Employee engagement is like a hidden gem that can unlock an organization's growth, amplify employees' motivation, and reduce talent attrition. But retaining top performers is no child’s play. 

To get there, organizations must invest time and effort to really understand how to keep them engaged, devise appropriate strategies, and lastly implement them. But first, let’s define employee engagement.

Employee engagement: definition

Employee engagement is the emotional and intellectual involvement that an individual has with their work, colleagues, and the overall organization.

Employee Engagement

It reflects the employee's commitment, passion, and overall satisfaction with their job. An engaged employee is enthusiastic, dedicated, and actively contributes to the organization's success. 

To encourage them, fringe benefits are also given. Recently, fbt exemption for electric vehicles has made it more attractive for employees to enjoy without paying taxes. Fringe benefits. Fringe benefits are extra perks offered to employees in addition to their salary so employee engagement and interest in the job role can be maintained.

In the next few sections, we will discuss the software, strategies, and benefits of improving employee engagement in an organization.

Retain top performers with software tools

If you have not already invested in a tool to measure and improve employee engagement, now is the time. 

Leapsome, for example, is recognized as a top employee engagement software that offers a comprehensive suite of features such as regular employee feedback, performance reviews, and real-time analytics. 

But why should you use employee engagement software in the first place? Below are some essential reasons.

1. Accurate and quantifiable measurements of engagement levels

2. Real-time feedback for continuous improvement and growth

3. Enhanced communication and transparency between employees and management

4. Identifying areas that need attention or improvement

5. Tracking progress and impact of engagement initiatives

While this is not an exhaustive list of benefits; it shows the fundamental advantages of implementing employee engagement software in your organization.

5 problems to solve to improve employee engagement

Improving employee engagement is a continuous process and requires addressing multiple areas at the workplace. 

Before you create new strategies, it is critical to get rid of the basic bottlenecks you face as an organization. To start, below are some common problems that organizations face.

1. Scheduling problems

How to solve scheduling problems? If that is a question you’ve been grappling with, you’re in the right place.

Poor organization, shortage of workers, overscheduling, employee no-shows or last-minute absences, vacations and time off, illness, overtime, and unequal shift distribution — all of these are just a few examples of scheduling problems affecting employee engagement.

To overcome these issues, invest in scheduling software that can help optimize workforce management, ensure adequate staffing, and distribute workload fairly among employees. 

Also, to tackle scheduling problems such as vacations, time off, and unequal shift distribution, consider implementing an employee holiday planner within your scheduling software. This tool can help you optimize workforce management, maintain adequate staffing levels, and promote fair workload distribution among your employees, ultimately enhancing employee engagement and productivity.

2. Lack of recognition and appreciation

Recognition and appreciation play a significant role in boosting employee engagement. 

To solve this problem, develop a culture of acknowledging employees' efforts and celebrating their achievements regularly. Implement employee reward and incentive programs, and facilitate peer-to-peer recognition to further strengthen the bond among team members.

3. Limited growth opportunities

Employees tend to disengage if they feel like they are stagnating professionally. 

To address this issue, create opportunities for skill development and career growth within the organization. Offer mentorship programs, and training workshops, and provide access to online learning resources. Encourage employees to pursue their career aspirations and ensure they understand the potential career paths available to them within the company.

4. Poor work-life balance

Overworked and stressed employees are unlikely to stay engaged and productive in the long run. 

To tackle this issue, promote a healthy work-life balance by implementing flexible work arrangements, encouraging appropriate workloads, and creating a supportive work environment that emphasizes the importance of well-being.

5. Ineffective communication

Lack of clear and open communication can negatively impact employee engagement. 

Implement effective communication channels and tools to promote real-time collaboration, information sharing, and transparent communication among team members and management. Encourage regular check-ins, team meetings, and feedback sessions to address any concerns or ideas employees may have, fostering a sense of trust, cooperation, and connectedness in the workplace.

7 Strategies to boost employee engagement

To improve employee engagement, employ a holistic approach that targets different aspects of an employee's experience. Below are some key strategies. 

boost employee engagement

1. Clear communication of goals and expectations

Ensure that employees understand the organization's goals, mission, and vision while aligning their individual tasks and performance objectives accordingly. This helps create a sense of purpose and ensures that everyone is working towards a shared target.

For example, a company can: 

  • Hold regular team meetings to discuss progress toward goals and provide updates on company-wide initiatives
  • Develop an internal communication platform to share news, announcements, and goals across departments
  • Encourage transparent communication by having an open-door policy and fostering a safe environment for voicing concerns or suggestions

2. Personalization and customization

Recognize that each employee has unique needs, motivations, and strengths. Develop personalized engagement strategies such as tailored benefits packages, opportunities for career growth, and customized work schedules.

For example, a company can: 

  • Offer flexible working arrangements, such as remote work and modified schedules, to accommodate personal commitments and work styles
  • Provide diversified professional development programs, including skills training, mentorship, and leadership development initiatives
  • Create customizable benefits options, allowing employees to choose the benefits that best fit their needs, such as wellness programs, childcare assistance, and different insurance plans

3. Focus on employee well-being

Create a work environment that supports physical, emotional, and mental well-being. Encourage regular breaks, provide access to wellness initiatives, and promote mental health awareness.

For example, a company can: 

  • Implement mental health days and stress-relief initiatives such as meditation or yoga sessions at the workplace
  • Offer access to employee assistance programs or counseling services for those dealing with personal or professional challenges
  • Create an ergonomic workspace that promotes healthy body posture and reduces the risk of physical discomfort or injuries

4. Foster relationships and collaboration

Enable team-building activities and encourage collaboration among team members to strengthen interpersonal relationships and establish a strong sense of camaraderie.

For example, a company can:

  • Organize regular team-building events, such as workshops, group outings, or volunteer activities, to foster unity and cooperation
  • Encourage cross-functional projects or collaborations between departments, allowing employees to learn from peers and break down departmental silos
  • Design an efficient and open office layout that facilitates communication and interaction among team members
  • Use project management and collaboration tools to streamline work, improve communication, and track team progress

5. Provide opportunities for growth and development

Regularly evaluate employee performance and provide opportunities for skill enhancement, professional development, and career progression within the organization.

For example, a company can: 

  • Conduct performance appraisals and offer constructive feedback, identifying areas of improvement and strengths
  • Create a structured career development plan, outlining potential career paths and advancement opportunities for employees within the organization
  • Invest in employee education, offering financial assistance for external courses, certifications, or degrees relevant to their role or career aspirations
  • Encourage employees to attend conferences, seminars, or industry events to enhance their knowledge and network with professionals in their field
  • Implement a mentorship program, connecting experienced employees with newer team members for guidance and support

6. Encourage employee feedback and input

Create platforms for employees to share their opinions, ideas, and concerns, fostering a culture of openness and trust. Implement a two-way feedback process to understand employee expectations and promote continuous improvement.

For example, a company can:

  • Conduct regular employee surveys and polls to gauge overall satisfaction, gather feedback, and identify potential areas for improvement
  • Organize town hall meetings, forums, or suggestion boxes to allow employees to voice their opinions, ideas, and concerns transparently
  • Include employees in decision-making processes, giving them a sense of ownership and influence in the company's direction
  • Regularly share feedback and updates with employees, addressing their concerns and implementing changes based on their inputs
  • Establish clear channels for reporting concerns, issues, or grievances, demonstrating that the organization values and responds to employee feedback promptly

7. Offer rewards and recognition

Establish a robust employee recognition program to acknowledge accomplishments, milestones, and exceptional performance. Provide rewards, both monetary and non-monetary, to motivate and retain engaged staff members.

offer rewards

For example, a company can:

  • Implement a merit-based bonus system, linking employee performance to financial rewards and incentives
  • Offer regular promotions or raises for employees who demonstrate consistent growth or meet specific performance targets
  • Acknowledge and celebrate individual or team achievements through award ceremonies, public recognition, work social events, or commendations
  • Develop a variety of non-monetary rewards to express appreciation, such as additional vacation days, personalized gifts, or employee spotlights in company newsletters
  • Encourage a culture of peer recognition by allowing employees to nominate their colleagues for various awards or shoutouts

Let’s recap: the role of employee engagement in retaining top performers

Engaged employees are an amalgamation of commitment, enthusiasm, and motivation in the workplace. Their connection to their organizations transcends their day-to-day activities, making them highly valuable assets for companies. 

Question: How are you planning to retain your top talent? 

Hint: It is a mix of the right software tools and proven strategies. 

Like this article? Here are some more reads for you!

  1. Useful Tools That Will Make Monitoring Your Employees Easier

  2. Things You Can Do To Encourage A Healthy Work Dynamic

About the author 

Peter Keszegh

Most people write this part in the third person but I won't. You're at the right place if you want to start or grow your online business. When I'm not busy scaling up my own or other people' businesses, you'll find me trying out new things and discovering new places. Connect with me on Facebook, just let me know how I can help.

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