WHY EMPLOYEE ENGAGEMENT MATTERS

You’ve probably heard the term employee engagement tossed around, but what does it actually mean – and why should it matter to your business?

Employee engagement is not just about whether your staff is happy or satisfied.  It’s about whether they feel connected to the work they do, to their team, and to your mission.  When employees are engaged, they’re more productive, innovative, and loyal.  That means less turnover, better customer service, and a stronger bottom line. 

Still sounds a little fluffy?  Here’s the business case: Gallup research shows that highly engaged teams show 21% greater profitability and 41% lower absenteeism than disengaged ones.  That’s real ROI!

So, how do you get your team more engaged?

1. Start with Purpose

People want to feel like their work matters.  Whether you’re selling handmade soap or building homes, connect the dots between what your team does every day and the impact it has.  Use meetings, emails, and shoutouts to reinforce that purpose regularly.

2. Communicate Often and Honestly

Engaged employees feel “in the know.” That doesn’t mean you need to hold weekly town halls, but it does mean being transparent about business goals, changes, and challenges.  Encourage two-way communication - ask for input and actually use it!

3. Recognize and Appreciate

Don’t underestimate the power of a simple “thank you.”  Recognition can be formal (employee of the month) or informal (a shoutout in the breakroom).  The key is consistency and sincerity.  People thrive when their efforts are seen.

4. Invest in Growth

Employees are more engaged when they see a future with you.  That doesn’t always mean promotions-it could be training, mentoring, or just giving someone a new challenge.  Show them you care about their development.

5. Foster Connection

Build a culture where people care about each other.  That can look like team lunches, volunteer days, or just making space for people to connect beyond work.  It’s hard to be engaged when you feel isolated.

6. Ask, Don’t Assume

Want to know how your team is feeling?  Ask them.  You don’t need an engagement survey – try quarterly check-ins or even a simple “what’s one thing we can do to make work better?” And then act on the feedback you get. 

You don’t need a giant HR department or a budget-breaking initiative to create a culture of engagement.  It starts with listening, valuing people, and following through.  If you’re not sure where to begin, start small.  Pick one of the tips above and try it out this month.  Your employees – and your business – will thank you.

Need help building an engagement strategy that fits your team?  That’s what I’m here for.

JenniferBarry@optimalhrsolutions.org                                                www.optimalhrsolutions.org