Business owners will need to know about their employees. Those with smaller brands might know about someone’s work history, their family, and their individual responsibilities. That might not be possible with larger organisations, but you may still have some specific details.

Yet the size of your company shouldn’t affect how you deal with employee engagement. This is an important part of running a business, so you should ensure you’re doing what you can to keep your team engaged.

Here, we explore why this is imperative to your brand’s success.

What is employee engagement?

This is the emotional attachment someone feels for where they work, their role and position in the company, plus colleagues and culture. It’s also about the effect this attachment has on the employee’s productivity and wellbeing.

As an employer, you should think about what initiatives and measures to implement so you can improve the positive emotional attachment that an employee feels. This can then contribute to productivity and business success.

Engaged employees are thought to contribute to your organisation’s brand. A happy workforce that’s engaged can have an effect on recruiting talent, keeping customers and attracting new customers.

You can measure your employees’ engagement to see what they’re thinking and assess whether you need to do anything. Using software such as Inpulse Employee Engagement will help you to measure results and aid the performance of your business.

Why is it important?

There are a number of different reasons why having engaged employees will benefit you, and one of those is that they will be better communicators. If your employees care about their jobs, they will be more effective communicators to their co-workers, management and customers. Those who are disengaged may find it harder to concentrate and learn new skills.

Engaged employees will also have stimulating discussions that can turn into productive sessions. So, having a culture of employee engagement will help your staff connect with each other, as well as create new ideas and innovations.

These conversations also mean that there’s the potential to make your employees more creative. Those who are disengaged rarely provide new solutions or come up with innovative ideas, yet your engaged staff will find it essential to be creative.

How can I engage employees?

There are many strategies you could implement once you’ve completed a survey and identified areas that need reinforcement. Get to know your employees and spend time with them, and listen to their feedback and act on it. Also, let them know how the company is doing.

Give them the tools they need to succeed, let them grow, and encourage their own personal development. Let them prove to you how well they can lead, and encourage teamwork, and then be sure to recognise their hard work.

The best way that you can carry out your engagement strategies is to start with your employees. So, use and share any survey results you have with department managers in order for them to pass this onto their team, then talk to employees about their ideas on how to improve.