20 tips to improve employee engagement and performance

20 tips to improve employee engagement and performance

tips to improve employee engagement and performance

High levels of employee engagement in an organization are linked to superior business performance, including increased profitability, productivity, employee retention, customer metrics and safety levels.

That’s way we all want employees to be engaged at work, right? But how can we actually get there?

Employee engagement and performance

Talkline – Blind Date – Employee engagement and performance

Here are 20 tips:

#1 – Communicate clear goals and expectations to your employees

The majority of employees want to be a part of a compelling future, want to know what is most important at work and what excellence looks like. For targets to be meaningful and effective in motivating employees, they must be tied to larger organizational ambitions.

#2 – Share information and numbers

Let them in on what is going on within the company as well as how their jobs contribute to the big picture. When you keep you employees informed they tend to feel a greater sense of worth. Keep communication hopeful and truthful – do not be afraid to share bad news, instead be more strategic about how you deliver it. Improve performance through transparency – By sharing numbers with employees, you can increase employees’ sense of ownership.

#3 – Encourage open communication

You can get insight into what things are important to the employee by using surveys, suggestion boxes and team meetings. Be open-minded and encourage them to express their ideas and perspectives without criticism. This means putting into practice everything you have learned about effective listening. Address their concerns in the best way you can.

#4 – Not communicating or communicating late can damage engagement

Hearing about an important update from media, colleagues or family and friends can have a negative impact on employee engagement. Ensure employees hear these messages from the business as soon as possible.

#5 – Actively promote organizational effectiveness, reputation, values and ethics

Actively promote organizational effectiveness, reputation, values and ethics – Employees want to feel good about their leaders, where they work, the products they sell and the reputation of their company.

#6 – Culture

Encourage employees to find a personal fit with the company culture.

#7 – Let staff tell their own stories

Encourage them to tell their own stories about what they are doing to support company strategies or embody organizational values.

#8 – Trust

Employees need to trust each other as well as their leadership. Employees are constantly watching leadership to see how their decisions affect the strategic direction of the organization and if their behaviors reflect what they say.

#9 – Build engagement

Show that you’re genuinely concerned about employees’ opinions and use social media as a communications tool to build engagement.

#10 – Encourage innovation

Engaged employees are innovative. They’re always looking for a better way.

#11 – Create a strong team environment

Strong employee engagement is dependent on how well employees get along, interact with each other and participate in a team environment.

#12 – Sense of belonging

Non-work activities that foster relationships increase employee engagement.

#13 – Provide constant feedback on the positives

When people know what they’re doing well, they’ll keep doing it – or, even better, do more of it. Providing someone with a little recognition on what they’re doing well can go a long way toward boosting morale. This is not to say “ignore the weaknesses” – just don’t make the weaknesses the only focus area of feedback. This doesn’t mean you should not create accountability, it actually means the opposite – but, if all you do is criticize, people will learn how to hide their mistakes or shift blame.

#14 – Give immediate feedback

Feedback is two way communication. It is the opportunity to share opinions and find solutions. Too many managers think should be the province of the annual personnel revue. It’s not. It should be a daily occurrence.

#15 – Show how feedback is being used

Demonstrate to staff how their feedback is being used.

#16 – Support employees in their work and growth

How many of you have responded to a subordinate’s idea as brilliant or even good. Success begets success. You can support employee growth by providing education and learning opportunities, cross training, coaching, and any other interactions that support employees’ personal development.

#17 – Collaborate and share on problem-solving

When employees get the idea that their manager or leader is the one who has to solve all the problems, it takes away from their sense of empowerment, and ultimately is likely to decrease engagement over time. Encourage team members to take responsibility, and work through problems or issues on their own, or collaboratively. It’s not the manager’s job to fix everyone else’s problems.

#18 – Delegation

Delegation is good for you because it expands your managerial span of control. It’s good for your employees because it is a growth opportunity for them. It demonstrates your trust in them to do the job correctly and increases their ownership of the task.

#19 – Incentives

Incentives that are matched to accountability and results. Managers who want their employees to be engaged recognize that incentives must be allocated based on objective criteria and that different employees are motivated by different things.

#20 – Celebrate both financial and non financial achievements

Employees need to feel validated and that they are a valued part of the organization. Leadership needs to show how much they care for their employees and show recognition for efforts: “If you want something to grow, pour champagne on it“.

Sunrise celebrating 250.000 customers

Sunrise celebrating 250.000 customers – Employee engagement and performance

Employees don’t leave a company, they leave their manager. If you want to reduce turnover, improve the number and quality of your managers. The lack of employee engagement is a real problem, but effective managers can make a difference.

Management is nothing more than motivating other people – Le Iacocca

Article published:
This post was published in Trud newspaper (Bulgaria) – “Служителите не напускат фирмата, а своя началник“.

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20 tips to improve employee engagement — https://www.torbenrick.eu/t/r/kkq
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About The Author

Torben Rick

Experienced senior executive, both at a strategic and operational level, with strong track record in developing, driving and managing business improvement, development and change management. International experience from management positions in Denmark, Germany, Switzerland and United Kingdom

Blog Comments

Nice article! employee appreciation, engagement and benefits has become an important factor in India now, considering the huge amount of attrition with recent times.

Very useful points, educative, I would recommend all managers to have a look at these points.

===Some of the Best Employee Engagement Activities we Conduct in Our Company

Involve employees in your business planning process

Create a knowledge sharing system

Encourage knowledge sharing in a creative way

Show them the money

Encourage and provide learning opportunities

Mens sana in corpore sano

Have a hack night

Create excitement about upcoming opportunities

Let them create their own onboarding experience

Make onboarding fun

Thank you Mr Rick for these useful guidance! I agree completely, especially point 16. Sometimes a company forgot that it is made of the employees that work for them as well, that’s why we need to make sure that we cater for the employees’ growth (both career growth and their well being).


My son is training a group of newbies to join their expanding cadre of game masters in their organization. He asked me to google good articles on motivation and I came across this great article of Mr. Torben Rick. My son utilized his recommendations and has since changed his views on how to motivate young trainees ans sustain that motivation. A must read . I highly recommend this motivation geek to everyone.

Excellent article but very difficult to implement into large corporate norms. Perhaps success can be found in small growing organizations that have not developed ridged political environments.

I agree with Gary that the specified points are truly impressive yet its good for mid level organizations to communicate adequately with employees. Be that as it may, for the large organizations, the circumstance goes in an unexpected way. The upper-level management needs to make a legitimate strategy for communicating to employee engagement. I have experienced, one such blog, wirtten by Alison Davis, that i found truly appropriate for employee engagement strategies. Conclusively, i would state the blog post points, that you have defined, are truly useful to be taken after.

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