Employee Engagement as a Long-term Business Activity

Employee Engagement

Employee engagement illustrates the commitment and energy that employees bring to work and is a key indicator of their involvement and dedication to the organisation. People who are engaged at work are more productive, content and more likely to be loyal to an organisation.  

Employee Engagement as a Long-Term Business Activity Along with the economic activities carried out by the company during the course of business, employee engagement must be considered a business activity. It must be included in the performance goals or core business of the company intended to be achieved.  

Intrinsic Motivators  

Intrinsic motivators are important to employee engagement. Intrinsic motivation is when team members do something because they enjoy the job or find it interesting. It arises from within them because the occupation is naturally satisfying to them.  

Commitment The level of commitment your team dedicates to your business should be the quality of commitment your business requires. Their commitment to your business objectives should involve dedicating themselves with a purpose. They must choose to make every moment count and that each day is an open opportunity for mastering their skills and furthering their goals both professionally and business-wise.  

They should possess the feeling of responsibility towards the missions and goals of your business. When your team is committed, they are more likely to perform tasks and responsibilities that will help your organisation achieve its goals. Do your team make discretionary efforts towards attainment of your business’ goals? If yes, it means you are doing something right.  

Connection Better engagement means better productivity. Businesses whose team members are engaged perform better. When they are engaged at work, they feel a connection with the company. They believe that the work they're doing is important and therefore work harder.  

Think of new and better ways to build a sense of connection on your team; written or spoken words and team-building activities that reinforces trust and safety.  

Create a mandate to be sure that team members have a shared understanding of the business purpose –why the team exists and what effective collaboration looks like. Resonate with them and visualise their thoughts. Encourage insight sharing among your key members. Ask insight-building questions. Once they start to share what they think, they will quickly start to connect.  

Contribution Team members, who sense that they are making a lasting contribution each day to the growth and development of your business would feel involved, invested and motivated. All contributions, no matter how small, should be appreciated. One great way to motivate people is to lead them to produce or achieve something together with other people.  

Challenge Calling someone to take part in specific tasks is motivator enough to engage your talent. Challenges test your team members’ ability because it would require them to need mental or physical efforts to finding solutions to problems or to completing tasks. Struggles build character brought about by particular challenges and it would teach them to focus on the positive. Team members who are engaged and trying to find solutions to problems give their best to resolve well-defined challenges thus saving your business time, money and resources.  

Employee engagement doesn’t happen overnight. Set realistic expectations for your engagement efforts that are SMART – specific, measurable, actionable, responsible and time-bound.  

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