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Five requirements for successful employee engagement

Successful employee engagement in companies follows a scientifically based life cycle. It always begins with measuring the status quo, assessing potential areas for improvement, defining measures and evaluating their effectiveness and long-term impact.

Marco Meister

Most achievements are easier to attain by following a clear structure: Preparing for an exam, for example, or an extravagantly cooked meal. We use structured approaches to prevent ourselves from overlooking important things. Even successful employee engagement in companies follows a scientifically based life cycle, that is always the same. It always begins with measuring the status quo, assessing potential areas for improvement, defining measures and evaluating their effectiveness and long-term impact.

Together with the Zurich University of Applied Sciences (ZHAW), we identified five requirements in this life cycle that play key roles in successful employee engagement.

requirements employee engagement

“Attraction”

The first requirement is attraction. This includes fundamental subjects such as pay & benefits or job design. The salary should be perceived as fair by the employees. It is also important that the individual’s skills can be optimally applied in their job. Companies that offer positions with a high degree of autonomy, task variety and feedback have significantly more engaged employees.

“Development”

Development, the second requirement, is about the desire of engaged employees to expand their knowledge and skills in order to reach their full potential. This benefits the company, because knowledge has a direct influence on the quality of work. Companies should always assign new challenges to their high performers and provide further training. In fact, an Accenture study concluded that investing in employees pays off: for every dollar a company spends on its employees, $4.53 flows back into the company’s coffers.

“Well-being”

The third important element is well-being. Modern employers make sure that their employees can feel well. This has nothing to do with an exaggerated pampering mentality, but rather with the fact that, for example, an employee’s quality of work is valued above the quantity. And that productivity counts more than physical presence. Targeted measures within the company can improve the health and satisfaction of employees.

“Attention”

Attention covers important interpersonal “soft factors”. They play a role in leadership behavior and, at a team level, in how people deal with each other. In addition, topics such as community, trust and recognition are of great importance. Only those who work as part of a team can work successfully.

“Purpose”

And finally, the fifth requirement, purpose: a meaningful occupation, a transparent vision and solid values encourage renewed drive in the workforce. Young employees in particular see their job as an opportunity for self-realization and seek fulfillment in their professional lives. They want to know how they can make a difference with their dedication to the company. In order for them to experience this, clear and consistent internal communication is vital.

The individuality of employee engagement

Aside from these five requirements, which are always the same, successful employee engagement is also very individual. The personality of each employee, his or her character, generation and private environment are an integral part of everyday working life and thus of personal needs.

Shape employee engagement proactively

Find out which measures are worthwhile for your company and your employees. Our product uses scientific criteria to measure the status quo in your organization and subsequently the effectiveness of the implemented measures. The tool proposes targeted solutions for any situation.

We support you in better understanding the interests and needs of the future generations. The scientifically based life cycle ensures that we do not overlook anything.

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