Engaged employees are considered those who are fully invested in their work and care deeply about the performance of the organisation they work for. They have a sense of dedication and firmly believe that the work they do contributes to the overall success of the organisation. However, developing a culture of truly engaged employees continues to prove elusive for some companies, often due to a lack of understanding coupled with a clear strategy, a leadership expert says.

Engaged employees are often viewed as loyal employees with low turnover rates. However, it is not always clear what exactly employee engagement refers to, or how organisations can maintain associated low turnover rates through employee engagement.

For this reason, it is important to unpack these two critical aspects that seem to be intertwined like two strands of DNA that keep organisations consistently reviewing their employee engagement and retention strategies concurrently.

Engaged employees lead to higher retention statistics and increased productivity. Collectively, these aspects lead to positive customer interactions, improve company reputation, and ultimately improve an organisation’s competitive advantage.

Engaged employees are known for their eagerness to learn and develop themselves. They possess a positive mindset that motivates them to focus on finding solutions. They are committed to working as part of a team to help their organisation excel, often going above and beyond their duties.

Furthermore, they tend to have higher job satisfaction levels. This leads to several advantages for organisations that have high engagement, as compared to those with low engagement.

The IIE’s Central Academic Team has seen growth in employee engagement flowing from the implementation of a set of internal engagement principles aimed at encouraging conversations and fostering a “CONVOS”-culture.

A CONVOS-culture is:

• Collaborative with and across teams and stakeholders
• Open and transparent, and includes the right people, in the right conversation
• Non-judgmental by creating safe spaces to share ideas and opinions
• Voicing of opinions is encouraged
• Opportunity is created wherever possible
• Supportive, where members help one another to learn, develop and grow individually and collectively.

In addition to developing a CONVOS culture within companies, there are further practical ideas to encourage employee engagement, including:

1. Recognition programmes

Implement regular employee recognition programs, such as “Employee of the Month,” peer-to-peer recognition platforms, and anniversary awards. Such recognition boosts morale, increases job satisfaction, and fosters a positive work environment, leading to higher productivity and reduced turnover.

2. Professional development opportunities

Offer training programmes workshops, online courses, and tuition funding for further education that would make employees feel valued and invested in, leading to increased skill levels, innovation, and loyalty to the company.

3. Flexible working arrangements

Provide options for remote work, flexible hours, and compressed work weeks and link directly to improved work-life balance, reduce stress, and enhance job satisfaction, resulting in higher engagement and retention rates.

4. Wellness programmes

Introduce wellness initiatives like mental health days, meditation sessions, and health screenings which promote physical and mental well-being, reducing absenteeism, and increasing overall productivity.

5. Employee feedback mechanisms 

Create channels for regular feedback through surveys, suggestion boxes, and town hall meetings to make employees feel heard and valued.

6. Career pathing

Develop clear career progression plans and provide mentorship programmes to ensure employees are motivated by visible growth opportunities, which boosts engagement and reduces turnover.

7. Involving employees in decision-making

Involve employees in strategic planning, problem-solving sessions, and decision-making processes. This will increase a sense of ownership and accountability, leading to higher motivation and engagement.

8. Transparent communication

Maintain open lines of communication about company performance, goals, and changes through regular updates and meetings. This builds trust, reduces uncertainty, and aligns employees with the company’s mission and vision.

Implementing these initiatives requires thoughtful planning and ongoing commitment, but the benefits in terms of increased employee engagement, satisfaction, and retention can significantly contribute to a company’s success.

Chantal Ramburan, HR Business Partner at The Independent Institute of Education, SA’s leading private higher education provider.