Evidence-based actions for engagement

Description: In a work environment with positive engagement, employees are motivated to do their job well and feel connected to their work, co-workers, and organization.

You can access our free workshop materials to engage your team in a discussion about what would support their engagement.

Consider policies and processes that support engagement. 

• Commit to “people-first” values at the organizational level. 
• Foster the type of organizational culture that will encourage ongoing engagement of your employees and create a sense of community at work. 
• Hire or promote managers with the skills to lead by example.
• During the hiring process, help a recruit know:
  
  • What it's like to work with you
  • How your organization values its employees
  • What they can expect from the workplace culture
• Incorporate a job preview in the hiring process to increase job satisfaction and retention.
• Have leaders consider how they can make a good first impression when onboarding or introducing new hires to their teams for the first time.
• Recognize and appreciate when employees put in extra time or effort at work. Recognition strategies for leaders provides ideas for how to do this. Some examples of an employee’s extra effort might look like:
  
  • Helping others during illness or absence
  • Participating in optional job-related activities
  • Joining special committees
• Teach all employees how to express respect and appreciation to one another.
• Publicly acknowledge individual, team and organizational accomplishments and successes.
• Create a welcoming work environment where employees can use their talents to the fullest. Here are a few examples:
  
  • Put up plants and artwork
  • Install natural lighting
  • Designate a common staff room where employees can gather to connect and collaborate.

Support leaders to improve employee engagement. 

• Develop coaching skills to help employees expand their talents and leverage their strengths. 
• Encourage employees to become ambassadors for the organization. 
• Support employees and volunteers in seasonal, casual and contract positions. Organizational changes and decisions, like upcoming layoffs or restructuring, may impact them.
• Remind every employee of the value they bring to the organization and clients – and do this regularly.
• Give employees opportunities to engage in relevant social and volunteer activities at work.
• Build team engagement using the types of activities found in the free downloadable workbook Building stronger teams. 

Ensure basic human needs have been met to support engagement.  

• Basic human needs include:
  
  • Physical and psychological safety, which helps employees work without fear. Consider these factors: 
    
    • Psychological and social support
    • Protection of physical safety
    • Psychological protection
  • Self-worth and self-esteem, which help employees feel good about their ability to complete their work. They’re more likely to put in extra effort when needed if you’re committed to positive: 
    
    • Workload management
    • Balance
    • Psychological competencies and demands
    • Growth and development
    • Recognition and reward
  • Esteem and accomplishment, which recognize employees for their success and effort. Consider these factors: 
    
    • Recognition and reward
    • Clear leadership
    • Organizational culture
    • Civility and respect
    • Growth and development
  • Social justice, which helps build commitment and loyalty when fairness in the workplace is emphasized. Consider these factors: 
    
    • Clear leadership
    • Organizational culture
    • Workload management
    • Balance
  • Self-efficacy and autonomy, which allows employees to get what they need to be successful, and requires their leader to trust them to carry out the work. These factors can help make a positive difference: 
    
    • Clear leadership
    • Growth and development
    • Involvement and influence
    • Recognition and reward
    • Psychological competencies and demands
    • Workload management
  • Belonging, which encourages engagement and commitment to the organization and the team. Include employees as valuable members of both. Adopting these factors can help: 
    
    • Psychological and social support
    • Civility and respect
    • Involvement and influence
  • You may have employees who aren’t working their dream job. You can still help them feel engaged. Address the basic human needs described above and ensure a positive and supportive work environment.

Additional actions and resources  

• Review Psychological health and safety policy recommendations to see where you can improve psychological health and safety. 
• Review Evidence for psychological health and safety for a literature review of studies demonstrating how factors that impact psychological health and safety also have a positive impact on business goals and objectives.

Putting engagement on the agenda provides you with materials to support a team discussion on approaches to engagement as well as materials to support policy review and development.

Adapted from Guarding Minds at Work™

Guarding Minds at Work was commissioned by Canada Life and additional resources are supported by Workplace Strategies for Mental Health.