Employee Engagement in 2022: 9 Proven Strategies: Part 1

In the wake of The Great Resignation, every employer is compelled to prioritize employee engagement. Losing high performing team members is expensive, especially when it leads to lower productivity, poor business outcomes, and burnout of the staff that stays. Perhaps the most dangerous consequence of not implementing concerted employee engagement strategies is that it often encourages employees to quit or leave for new roles. A recent New York Times article noted, watching coworkers quit makes another employee feel safer and more ready to quit themselves. Quitting is its own pandemic in 2022, and the only way employers will successfully fight it is to focus on company culture and improving employee engagement. In this two-part series, MP’s HR and compliance experts share nine proven strategies for cultivating a highly engaged workforce in 2022—and beyond.

4 Proven Employee Engagement Strategies

1. Prioritize employee engagement activity.

Too often, organizations assume that employee happiness is one of the last concerns for company leaders. They assume disengaged employees are less costly than putting resources into other business activities. However, employee engagement is paramount to an organization’s success. Employee retention and engagement are critical to achieving larger business goals. When employers take time to consider employee engagement ideas or employee feedback, they’re investing in their most powerful resource: their team. It’s also important to note that employee engagement and company culture is something employers must put time and resources towards, particularly for remote employees. Strong corporate culture is the product of deliberate time and effort from company leadership and managers. Employers may want to consider using employee engagement software, such as MP’s Perform and Engage, to connect employees, run surveys on company culture, and gamify performance. This type of software is especially powerful for remote employers, who must create culture via digital connections. (Note that if employers are not ready to act based on employee survey results, they shouldn’t send out surveys. Taking no action may be more damaging to employee morale than not running the survey at all.)

2. Communicate clearly and transparently.

Employees will be more engaged when communication is transparent. Managers must set clear performance goals and expectations for their team. Every task and project must be shared with all the information an employee needs to succeed. Yearly performance reviews are the bare minimum. Managers should be offering employees feedback throughout the year, both constructive feedback and praise. Sharing consistent feedback helps employees feel empowered to achieve more. When employees achieve more, they are happier and more engaged with their work. Additionally, employers may want to consider a recognition program for employees. Giving employees recognition, especially publicly, is another way to motivate them and help them feel valued.

3. Demonstrate to employees the value of their work.

Employees will be more engaged in their roles when they can see the impact of their work. Organizations help staff see the value of their work in two ways. Firstly, they give praise and say thank you to team members. Sometimes this is public and via awards, sometimes just in small, casual moments of conversation or emails. Secondly, managers show employees how their work ties into larger company goals. Some companies use software (like MP’s Perform and Engage) to create goals for their employees, teams, and companies. Employees see precisely how their work ties into larger goals and company successes.

4. Make and foster personal connections.

Especially in remote environments, this strategy is critical. Employees often feel more engaged when connected to their coworkers and managers. Conversely, when employees feel disconnected from their teams, leaving for a new position is much easier. Managers can help create connectedness by holding team building activities and gatherings (in person and virtually, depending on the circumstances). Another team building method is to schedule one-on-one “coffee dates” between coworkers. During this one-on-one time, they can get to know each other. These smaller gatherings may feel less intimidating to introverted and shy workers. Managers may also foster connections just by leaving time for (and encouraging) some small talk. At the start of a meeting, managers could initiate a few minutes to chat with employees about their lives outside of work. This kind of activity helps employees feel entirely accepted in their workplace. When they can bring their whole self to work, not just their polished and professional veneer, it ensures they feel more comfortable and connected to their employer. This strategy for improving employee retention costs nothing and yields powerful results.