Employee Engagement Categories: Overview

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Employee Engagement Categories: Overview

All the best stuff comes in 6s right? Eggs, beers, insect legs… Okay fine I admit it, I’m kinda grasping at straws here. BUT, I do have an exception for you. What if employee engagement could be separated into 6 unique, but important categories? Well, imagine no more! Because it can, and we’re all about our employee engagement categories here at Wotter.

Today’s post is an introductory one. I’m going to give you a brief overview of each of our categories, why they’re important and what you can do to improve them. Of course if you’ve already read the individual category articles, you probably don’t need to read this one (unless you just really like our posts, in which case, ta very much). Let’s get into the first of our employee engagement categories! 

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Category 1 – Loyalty

Are your employees looking to settle down in your company? Can they see a happy future with you? Do they have good stuff to say about work when they’re chatting to their mates at the weekend? Being able to answer these questions means you know where you are with employee loyalty, and from there you’ll have an idea of how to boost it. 

Employees who feel loyal to your company are more likely to promote your brand, work harder, and of course stick around for longer. But improving loyalty isn’t a particularly easy feat. Some staff need more recognition, some want a bit more job flexibility, and there’s always a few who just want to see the money. There’s no one size fits all solution, but talking to your employees is a good first step in seeing where their motivations lie. And once you’ve zeroed in on what each of your staff are trying to get out of their roles, you’re going to do a lot more than give them a fuzzy feel about the workplace – high loyalty in your company is going to emanate into your customer base, too. 

Plus, when hiring an employee tends to cost more than their actual salary, keeping hold of your best and brightest is bound to free up some room for bonuses at the end of the year. 

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Category 2 – Leadership 

You probably remember the best manager you’ve had and the difference it made – I certainly do. In fact, according to this source the average organisation could be 100% more productive with ‘more optimal’ leadership practices. 

Good leadership nurtures professional growth, improves wellbeing, and causes a general feeling of composure amongst team members. When your managers are setting a good example and supporting your employees, the waves they’re making will travel through the company. 

Out of a honking 100%, only 39% of managers say they get enough training to properly look after a small team – want to be one of the high achievers?

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Category 3 – Collaboration

The average person works for around a third of their lives, so it’s no wonder that the people you’re surrounded by at work have the potential to make a big difference to our quality of life. Having employees who get on with each other and can work well as a team gives the daily goings on in your company some overall flow. 

75% of staff are more productive when they’re in a collaborative workplace, and just shy of 50% of staff actually prefer learning from their colleagues. So getting the tools in place to help your teams work together means growth for them and for your business. Win-win. 

So what do you do first? Making sure you’re up to date with tech is a great way to kick things off. 75% of employeesSo what do you do first? Making sure you’re up to date with tech is a great way to kick things off. 75% of employeesin this survey agreed that disjointed communication platforms severely complicated communication, and ultimately, led to unhappy staff. Basically, updating your tech = better collaboration = happier staff = higher employee engagement. 

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Category 4 – Trust

You’re over halfway through our employee engagement categories, stay with us!

‘Trust takes a 28 year marriage with an airtight prenup to build, then one episode of a shared show enjoyed alone to break.’ I think Ronald Reagan said that. In any case, we get it, trust is delicate. But when you protect it, it’s also very powerful. 

So much so that 61% of employees say that to reach full job satisfaction, they need to feel trust with their senior team. In fact, according to this study, people at high-trust companies experience 74% less stress and have 106% more energy at work!

Thirsty for more of that sweet sweet trust? Make sure that the system you’ve got in place values (and encourages) your employees’ opinions and you’ll gather some great data as a jumping off point. Once you’re getting more feedback from your team, letting them know that you value and appreciate what they’re saying will keep the comments coming. And remember, any problem is just advice in disguise. 

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Category 5 – Professional Wellbeing 

Keeping stress out keeps you well. It keeps your heart muscles strong, keeps your immune system working effectively, and makes you less likely to partake in certain unhealthy habits. Sounds good right? Prioritising your employees’ wellbeing might feel like a difficult/highly unspecific task, but it mainly looks like this: protecting them from stress. 

Stress is all over the place. 94% of employees feel stress at work, with about a third reporting high levels of stress. That’s a lot of stress. Making sure you nip stressful things in the bud consistently means that your staff are more likely to come to you in the future and share what’s stressing them out, so they never end up just mentally checking out and not caring about their job.

Arm your staff with these stress defences: giving employees the time off when they need to recharge, having resources available to help employees with any existing troubles, and even rewarding your staff with a little treat or bonus from time to time. 

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Category 6 – Personal Wellbeing 

The last of our employee engagement categories, but by no means the least! Feeling happy and healthy outside of work is important for so many reasons. It gives your life meaning and fulfilment, and it makes you perform better when you do come back in.

But you don’t generally have a pass to give your employees a back rub at the end of the day, so how do you keep their wellbeing up once they clock out?

Well, just focus on the things you have the power to change for your staff – how well you pay them, how considerate you are of their lives outside of work, and how easy it is for them to switch off when they’re not in your house.

And that’s about it for our employee engagement categories! Thanks for reading. If you want a bit more information on how we do things, you can take a look through our posts here.

If you need some insight into where your company fits in any of the 5, reach out to us at hello@wotter.me or 01243 958710