Employee Engagement Categories: Overview

Employee Engagement Categories - Overview

Employee Engagement Categories: Overview

All the best stuff comes in 5s right? The Spice Girls, The Jackson Five, Power Rangers… 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 5 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! 

Employee Engagement Categories - Loyalty

Category 1 – Loyalty

Are your employees going to be around in a few years? Can they see a future with you? Do they talk (positively) about work down the pub with their mates? These are questions that you probably want to be able to answer, and with our Loyalty category, that’s exactly what you’ll be able to do. 

Loyal employees 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, or of course, money. There’s no one size fits all solution, so you need to talk to your employees to see where their motivations lie. Either way, if you can improve the loyalty culture within your organisation, your staff, and customers, will thank you. 

Plus hiring an employee is estimated to cost more than their salary, so putting some effort into keeping your existing employees happy could save you a small fortune.

(Read more about Loyalty)

Category Image - Leadership

Category 2 – Leadership 

You’ve probably worked for a bad manager at some point in your career – I certainly have (along with around 50% of this survey who left because of them). And it’s no shock that a bad manager can cause this kind of turnover.

Bad leadership can stunt professional growth, can damage wellbeing, and can cause a general feeling of unrest amongst the affected teams. You need to ensure that your managers can nurture your teams, that they’re a good example and can support your employees when they need to. 

59% of managers said they don’t get enough training to properly look after a small team. Make sure that yours do.

(Read more about Leadership)

Category Image - Collaboration

Category 3 – Collaboration

The average person works for around a third of their lives, which is HUGE. And as a result, the people we’re surrounded by at work, have an equally huge impact on us and our quality of life. If your employees aren’t getting on with one another, or are unable to work properly as a team, you’re going to have a bad time. 

75% of staff are more productive when they’re in a collaborative workplace, and just shy of 50% of staff prefer learning from their colleagues. If you’ve got the tools in place for your teams to work together, they’ll help each other grow, and you’ll all win.

So what can you change? At the very least, make sure you’re up to date with tech. 75% of employees in this survey said that disjointed communication platforms severely complicated communication, and ultimately, led to unhappy staff. And just to clarify, unhappy staff = low employee engagement.

(Read more about Collaboration)

Category Image - Trust

Category 4 – Trust

There’s countless quotes for Trust online, and >90% are based around how easy it is to lose. While some of them are cringey eye rollers, trust is certainly a hard thing to get right, especially in the workplace. 

35% of employees don’t trust their senior management. Which is pretty concerning. Especially when you couple it with the fact that 61% of staff need to feel trust with their senior team for full job satisfaction. It’s not hard to do the maths on that, there’s a problem that needs to be more widely addressed.

Unfortunately, there’s no quick fix for this category. You can’t throw money at a trust problem and expect it to go away. What you can do though, is set up a system that values your employees opinions, and acknowledges any issues they might have. Simply treat your employees how you’d want to be treated, and you’ll be on your way. 

(Read more about Trust)

Category Image - Wellbeing

Category 5 – Wellbeing 

Stress is dangerous. It can weaken the heart muscles, reduce the effectiveness of the immune system, and lead to unhealthy habits that contribute to other nasty things. Obviously, we don’t want any of these things happening to our staff, so we need to prioritise a healthy working environment, and the wellbeing of our employees. 

94% of workers feel stress at work, with almost a third of that number reporting levels at the highest end of the scale. After prolonged stress, there’s a pretty high chance that the individual will simply check out, and not care about their job anymore. 

There’s a few things you can do to ensure your staff are looked after. Let them take the time off they need to recharge. Have resources available to help if they do experience work related stress. And maybe, dip into your pockets to reward a job well done from time to time.

(Read more about Wellbeing)

And there’s your overview of our employee engagement categories! Thanks for reading. If you want a little more information on any of them, click through to their respective articles! Or if it seems a little too much effort to scroll up you can get them here too!

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

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