Top 7 Measures to Create a Culture of Engagement

Culture is about reinforcing and fortifying what drives the success of your company. Employee Engagement drives the performance resulting to success of your firm, whereas culture enables employee engagement. Remember, culture isn’t about being cool, culture is about being engaged productively. Many firms either fail to realize this connection or fail to adapt with the changes. In either of the cases, the result is weak culture fails to engage employees leading to noncompetitive performance standards.

Top 7 Measures to Create a Culture of Engagement

1. Simplicity in Purpose

Employees engage with an easy to live with purpose. It is commonly observed that organizations with a simple vision have highly engaged employees. The common expression by engaged employees is that they understand the vision of their firm and they are clear on how their job contributes to the bigger picture. Clarity in firms increases the likability of what we do each day and motivates us to achieve our goals.

2. Social Trust 

An intangible veil of social trust and bonding is commonly observed in firms with culture of engagement. Employees are engaged with supportive relationship and mutual respect at workplace. Engaged employees respond positively when asked about trust and transparency in their firm. Every engaged employee relies on the team to be successful and the team relies on every individual to be successful. 

3. Consistent Communication 

Everyone is aware of the corporate axiom that clear communication is essential to succeed. But clear communication is just not enough to engage employees. Timely sharing of information through diverse and multiple platforms addressing different generation is the distinctive feature observed in culture of engagement. 

Employees spend a good portion of their life at work and have an interest in what is going on within the organization. They desire to know how the organization is doing financially, how corporate goals are being accomplished and how what they do contributes to achieving corporate objectives.

4. Financial & emotional gratification 

Engaging an employee is not as simple as paying him/her high. Monetary benefits are crucial but only half the picture of a truly engaged employee. Employee’s need to feel validated and acknowledged as a valued part of the organization is a pre-requisite fulfillment to engage him/her. Firms with culture of engagement demonstrate how much they care for their employees and show recognition for employee efforts. Rewards and recognition should be integrated into the way employees are managed on a day-to-day basis.

5. People Development 

Employees want the opportunity to develop and grow professionally. They need opportunities to grow in their job and within the organization. To create a culture of engagement, this has to be accomplished by having a defined developmental plan for each employee. Managers should be constantly coaching their employees to fine tune skills and develop new ones.

6. Affinity towards employer brand 

Every CEO desires to have employees who are proud of the firm. Little do they realize that every engaged employee in the firm is proud of their firm and tend to brag about their employer brand when given a chance. Every engaged employee is dedicated and willing to walk the extra mile for the collective success of the firm. 

7. Limited tolerance 

In firms with culture of engagement, the tolerance for negative behaviors and actions is very limited and provokes prompt actions. Complacency, isolation, ambiguity, and other unproductive organizational traits are absent. 

Written by: Adil Memon