• Employee engagement has become a critical driver of success for businesses in today’s market.
  • It is not about the perks or giving more value to compensation than culture; it’s about appealing to one’s deep-seated motivations.
  • Employees long for a sense of meaning and purpose within an organization, and they want to feel like they are part of a thriving culture and environment.


Employee engagement has become a critical driver of success for businesses in today’s market. Not only can employee engagement help a company succeed, but it can also promote employee retention, foster customer loyalty, and improve organizational performance.

While the competition for top talent is fierce nowadays, the cost of training new hires is also quite steep. But if you look forward to the benefits of innovation, higher profits, and a bright workplace, then you can’t not avoid engaging with your employees.


What is Employee Engagement?

Employee engagement is not about the perks or giving more value to compensation than culture. It is about appealing to one’s deep-seated motivations – what makes them want to work harder, perform better, and make the company even more successful.

As defined by Emplify, employee engagement is ‘an employee’s emotional and intellectual connection with an employer, demonstrated by motivation and commitment to positively impacting the company vision and goals.’

Being able to meet one’s basic needs can satisfy an employee, but it can still bring no inspiration to them. If you want a more profound impact on your organization, then you need your employees to be driven by passion and purpose.


How to Get Employees Engaged?

Similar to employee retention, recognition and reward systems can do the trick. Employees should have the opportunity to be recognized for their hard work and effort, but it is also essential that an organization makes this accessible to them.

A frequent, transparent, and evident display of merit towards an employee, coupled with regular feedback regarding their performance while carrying it out progressively and positively should help encourage them to become productive.

Another way to ensure engagement is to align their values with the company’s values – you should explain the organization’s vision and remind them of their importance in achieving it. Tedious or not, an employee won’t be interested in the work they are doing if they don’t know what they are aiming for.


3 Steps to Creating Value with Employee Engagement

Like everything else, building an engaged workforce does not come for free, nor will profit simply start flowing because you have started investing in employee disengagement.

Simple investments in employee experience can help employees bring more focus and energy towards their jobs, which, in turn, will lead to a long-term effect of engagement.

It may sound cliché, but the best way to know what your employees need to be engaged is to ask. This is because everyone needs to feel like they have a say and a stake in the game.

To find value with employee engagement, start by having a strategy and commit to having a regular gathering of feedback. Here are three ways to do so:


  • Measure

It takes more than just a survey. Just because you have results does not mean you have an accurate picture of the current state of employee engagement – everything is constant but change.

To accurately measure an organization’s employee engagement, gather a combination of quantitative and qualitative feedback from your employees. Make sure that it would give you comprehensive insights on a regular and sustainable basis as it would be better to understand your employees’ feelings now and implement steps for improvement than to realize it too late.


  • Diagnose

Surveys don’t stop with data gathering – you need to make sure that the results are actionable. Set up a survey which pinpoints where the pain is being felt and have these results segmented by departments, teams, locations, and roles for a more accurate diagnosis.

For example, if the survey reveals any problem with budgeting of expenses, follow up with a question that asks them what they think can resolve this issue. This will make employees feel more involved and give them a sense of influence over the decision.


  • Solve

There’s no point in gathering employee feedback if it won’t help in improving anything. Review the data that you have collected. Then identify the central themes that can help you address the problem, proactively engage employees, and prevent future challenges.

Employees demand to be engaged – they long for a sense of meaning and purpose within an organization and want to feel like they are part of a thriving culture and environment. Always remember that what’s good for your employees will also be good for your business as they are your main assets.


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Curran & Associates (2018). The Value of Employee Engagement. Retrieved from https://www.curranrecruit.com.au/single-post/2018/03/20/The-Value-of-Employee-Engagement

Brown, A. (2018). Why is Employee Engagement So Important? Retrieved from https://www.engagementmultiplier.com/blog/why-is-employee-engagement-so-important/

Mueller, H. The Value of Employee Engagement. Retrieved from https://emplify.com/blog/the-value-of-employee-engagement/

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