In Insights
2 min read

Hubstaff, an US-based software company that provides staff monitoring through time tracking software, asked me the following question:

How would you recommend an organization use employee engagement to improve business growth?

First things first: Employee engagement is not a one-way street. It’s based on building a trusting relationship between employees and the companies they work for. That’s why the same applies to both sides: appreciation instead of abasement. Eye level instead of authority.

Companies that successfully implement employee engagement give their employees enough space to develop their skills. But they also make sure to offer them the right position that allows them to take responsibility. Engaged employees do meaningful work and have a clear understanding of how they contribute to the mission, purpose and strategic goals of the company. And motivated employees are productive employees.

However, this assumes that companies have devised clear strategies in their corporate goals for attracting and retaining talent/employees. As with all important corporate strategies, a high level of employee engagement and commitment cannot be implemented overnight. In that sense, most companies still have a long way to go. Nonetheless, it’s worthwhile to follow this path consistently.

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Corporations who think that this problem is simply solved by rebuilding the cafeteria and setting up a football table is certainly on the wrong track. Employee engagement is much more complex than that. Simply put, it requires a fundamental change in leadership, workplace and corporate culture.

It’s not unusual for companies to try and figure out first where to start and what to do.

Anonymous employee surveys are a great way to get things started at this point. Of course, these surveys should be very specific to this subject and go beyond whether an employee is satisfied or not. For example, potential questions could be: “To what extent has your current project contributed to the company’s overall success?” or “How many times have you received recognition for your work this week?”

Read the full article with more expert opinions on the Hubstaff blog.

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