How To Fully Engage Your Employees




“Throw yourself into some work you believe in with all your heart, live for it, die for it, and you will find happiness that you thought could never be yours.”-Dale Carnegie


How many people get up in the morning and think “Awesome, I’m going to work today and I’m really excited about what I’m going to do, looking forward to working with the team and helping everyone work toward a common goal”?

The answer is probably “not enough”.

When employees are fully engaged, they know their role in the organisation and how that fits in with the organisations’ vision and objectives.

When employees:-

·        Have a clear understanding of where the organisation is going

·        Know how the organisation is evolving to better achieve those aims

·        Have involvement in decision making, having their ideas heard and validated

·        Know they are trusted and feel empowered

·        Feel totally a part of the team

·        Have concise goals

·        Receive constructive feedback

·        Are supported in improving and developing new skills

·        Are shown gratitude for their contributions and rewarded accordingly…


… then they are fully engaged and committed to the organisation.


They feel that they are truly PART OF THE STORY.


Trust, a sense of fairness and an understanding that promises will be met all contribute to highly-engaged organisations with a strong core set of values and beliefs.

So how does employee engagement impact on employers?

It’s all about creating positive attitudes and patterns of behaviour that result in an improvement to business outcomes.

If your employees feel a sense of pride working for you then they will be your biggest ambassadors to clients and customers. They won’t feel that they’re being exploited.

They’ll put in the overtime to get the job done. Why? Because they care.

At the end of the day, an engaged workforce results in increased productivity, less sick absence, higher concentration levels result in less accidents and workplace conflicts also decline.

But here is where authenticity is the key. Employees are NOT stupid.

They have to feel that this a real genuine culture and not a “one-size-fits-all” band-aid to make everybody feel better. It has to be consistent.

The organisations actions have to be aligned with its core values. It has to be a real breathing thing and respond to the needs of its employees in the same way that it would respond to the most demanding client.

 Your people are your currency. If you serve them, they will serve you.

They are, in many instances, the first port of call for your customers. If they are feeling belittled and unimportant then it stands to reason that they might not be giving their best.

When they truly feel a part of the team and that what they contribute has value to the organisation’s overall objectives then they will truly be engaged and working to their utmost potential.

The objective should be to engage with each and every member of the team, making everybody a part of the decisions made.

We should be cultivating self-organising teams. Giving them the power to fail and try again, to experiment, until they reach decisions and choices as a team that bring them together and ultimately serve the greater good of the organisation.

Always remembering the objective is to make them a PART OF THE STORY.

What are you doing to engage your employees? Are there ways you can improve?




|Elements of this blog first appeared on “The Friel Thing” podcast.