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Addressing Low Engagement – Building a Culture that Works for you

Employee Engagement

“Employee engagement is about how people behave at work and their emotional and intellectual commitment to their organisation and its success. An “engaged employee” is one who is fully involved in, and enthusiastic about, his or her work, and thus will act in a way that furthers their organisation’s interests. It incorporates aspects of job satisfaction and motivation, but is more than both. Engagement is something the employee has to offer. It may be seen as a commitment to the values of the organisation and the achievement of its strategic objectives.” (CMI Definition)

Low engagement impacts a business through lower productivity, poor motivation, increased sick days, high staff staff turnover to name just a few. Any of these will impact the performance of a business and therefore its profitability and value.

We see low engagement occurring for a number reasons that we explore below.

Factors that Impact Engagement

  • Company Vision
  • Management Style
  • Culture
  • Staff Value
  • Career Development
  • Stress
  • Autonomy
  • Communication
  • Recognition

Moving Forwards

If you suffer from low employee engagement don’t panic, you are not alone and there is a fix.

The process below is similar to the framework we use and allows you to understand and develop your business culture. Through understanding these 10 factors you can combat low engagement and build a more enjoyable working environment.

Note. There is no quick fix for low engagement. For example, increasing salaries will have an immediate impact but it will be short lived as people revert back after a month or two.

Scroll down for 10 tips on improving low employee engagement

Engagement Video

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Addressing Employee Engagement

Review the Current Situation
Undertake surveys and get feedback to understand what is happening now.

Set a Clear Vision
Everyone should understand the bigger picture.

Effective Communication
Open, honest and regular communications.

Develop Trust Relationships
The ABCD trust model shapes your actions to do this.

Learning and Development
Training and development helps employees develop skills and creates achievement.

Develop an Organisational Strategy
You will have identified problem areas and this strategy addresses them.

Recognise Roles
Are your managers equipped with the skills and support to share your vision.

Listen to Employees
Act upon the information and feedback you receive.

Reward and Recognition
Are systems in places to fairly compensate employees?

Culture of Engagement
Develop and maintain a culture that builds values, integrity, communication and trust.

Transformation Through People Colour Original