Employee engagement worldwide is at a depressing level. Research company Gallup reports that 87% of workers around the globe are not engaged in work. If your employees fall into this camp, they will affect your bottom line, as companies whose employees are highly engaged will beat out competitors by 147% in earnings per share.

Leadership teams often think that their employees are engaged, without really understanding if this is the case. Here’s how to better grasp what’s going on the ground and make sure the team is completely engaged.

1. Not emotionally-connected

“Being emotionally attached to a larger goal creates loyalty and motivation, which in turn helps employees feel more committed and engaged”

There is often a large gap between management and employees. Management is very engaged and excited. They roll out new values or mission or purpose-and then they end up falling flat on the company.

The reason for this is most often that the employees were not part of the process. New values/ mission/purpose have not been created by employees, but rather by management, so they are not emotionally connected.

If the process includes input and feedback from employees, the chances of it being emotionally anchored in the organization will increase significantly, and the likelihood of it meaning something for everyone will increase as well.

Being emotionally attached to a larger goal creates loyalty and motivation

2. Not sharing

Trust is built on transparency. If something works well in one part of the company, it’s great to let others know about it. That’s what we like to call collaborative or accelerated learning.

Also, leaders will also be motivated by hearing actual case studies about what is happening in other businesses, since it makes them concrete and opens their minds to realize that it is possible. Everyone wins when you can build a community of sharing. Ideas are exchanged with others. Innovation and imagination abound, and inspiration is spreading.

From the recruiting process forward, the organization should try to get acquainted with employees’ preferred working styles—even something as basic as having a more introverted personality can lead to an extreme aversion to meetings. Technology development and the choice of systems to work with should focus on efficiency. Roles should be clearly defined in such a way that employees know what they are responsible for and spend their time wisely on related tasks.

3. Don’t Promote the Company Mission

Another way to inform staff of the company’s mission is to incorporate it into related content sharing and internal communication. Through using a company news application like, the business can easily share useful examples of the mission in motion, whether it’s through an article highlighting the success of a similar company or a blog that covers your organization’s recent business success tale. Employees would be able to see the importance of the business in a concrete way.

Furthermore, aligning employees with the company mission improves strategy across all departments when it’s a driving force. Promoting the mission helps improve customer engagement because employees are better able to communicate the brand to customers, and it brings clarity to internal processes. Reinforcing the mission at company-wide gatherings and recognizing employees who exemplify it can improve employee engagement at your workplace.

Everyone wins when you can build a community of sharing

Improve Engagement Through Your Own Research

While employee engagement is a universal challenge, your business is nuanced and faces unique needs to improve engagement. Use internal surveys to ask employees what they can do to improve their level of engagement. Train managers on how to communicate effectively with their teams and gather strong in-person feedback from staff. Ask regularly for ideas on how to improve internal processes and technology tools that your business uses.

As you begin to implement what your employees want in your company’s operations, they will see that you value their feedback and want to keep them happy at work. By simply listening and acting on feedback, employee engagement will naturally increase with respect for work relationships.

To Wrap Up

ASHAVI – We have a long history of conducting employee surveys for companies looking to gauge the satisfaction among employees on several workplace factors. If you find our recommendations are useful, contact us for more extensive consultancy for uplifting employee satisfaction.

Read more about our Insights on Employee satisfaction at

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