Employee Engagement should be in the high priority list for an organization. Forbes study suggests that an engaged workforce cannot be achieved solely by the top-down approach but also by the bottom-up approach. Employee engagement is a deeply personal and individual experience and it is driven by the individual’s whole experience of working with the organizations. 

The organization can design the performance management system with employee engagement and can roll out to connect ith everyone’s experiences, expectations, aspirations, and feelings about working in the organization.

The following are the 7 step guides for getting the most out of employee engagement. 

Focus on organization culture 

A lot of focus could be placed on the culture of the organization. The culture can be created in each team and can be influenced by that team individuals’ communication, their work involvement and the various skills like abilities and attitudes. 

Approach bottom up 

By defining team culture and values, opportunities are increased across the individual employees in the organization. This team culture, values and success criteria within the team empowers the employees to contribute to engaged team culture. From this point of team culture, employee engagement can build upwards through the organization. 

Collect Feedback data 

The organization must collect feedback data at all levels of the organization and must understand the in-depth of the engagement of the employees at the workplace. 

As an engagement building platform, the organization shall create development plans for individual employees and provide opportunities for involvement in decision making and problem-solving. 

Feed data in HRMS 

The data gathered can be feed into HRMS and HR can inform the learning and development programs to management and leadership development. Then, the individual employees are encouraged to hold more conversations with direct line managers through the prompted development or action plans. This will lead to appraisal conversations as line managers get to understand their team members better. These conversations will encourage employees to share their engagement with their line managers and develop plans to increase engagement, contribution, and performance. 

Value and Recognize your Employees 

Focus on training, developing and valuing your employees since employees are powerful advocates for your business and your biggest brand advocate. These employees know and care about your customer experience and care about company products and reputation. 

Create genuine opportunities 

Increase connectivity and create opportunities for each employee to contribute to the success of the team and thereby for the entire organization. This enables employees to get involved in decision making and problem-solving. The opportunities for increased contribution provide the employees with a chance to progress their careers or learn new skills. 

Develop Engaging Leaders 

The organizations must take measures to develop engaging leaders and managers at all levels so that these leaders and managers will drive engagement through the team to each employee. 

Conclusion 

Through employee engagement, the organizations can get the insights of an individual employee through the team and direct line managers and can sustain that engagement drive throughout the organization. Thus, the engaged workforce or the employees contribute to the organization and increase productivity by their performance.