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17 mins read
Before answering your question, let us begin by asking something to you first. What comes to your mind when you think of what Employee Engagement probably could be?
Busy, happy, appreciative, innovative, overworking, fetching handsome amount. Right?
If you nodded, then let us happily break the bubble for you. Employee engagement is more than all these. Most importantly,
Employee Engagement ≠ Employee happiness In reality, Employee Engagement= Employee’s psychological investment + Motivation to deliver exceptional results
In reality,
Employee Engagement= Employee’s psychological investment + Motivation to deliver exceptional results
According to SHRM, Employee engagement is how satisfied employees are with their work and how much pride they have for their employer.
As Gartner says, the extent to which employees enjoy and believe in their work and know that their employees value their contribution, the employee engagement is going to be high and the employee would be more willing to put extra efforts and be his most productive self. Infact, he might also be more likely to commit to the current company.
Gallup the extent to which employees enjoy and believe in their work and know that their employees value their contribution, the employee engagement is going to be high and the employee would be more willing to put extra efforts and be his most productive self. Infact, he might also be more likely to commit to the current company.
“Performance appraisal is a part of performance management and not its equivalent.”
While happy employees would be okay with how everything is, engaged employees would question. They will treat your company as if it is their own. Finishing projects on time, acquiring that new lead, proposing new ideas to scale business, they will do it all. They will not shy away from volunteering and think about your business beyond work hours i.e 9 to 5. Engaged employees are the people you would never want to let go of. Such employees won’t be happy always as they would be busy thinking and working on ways to better their work and that of organisations’!
What can an employer do? How can he take steps in the right direction?
And yes, this is it. This is the mantra the way to win customers’ heart goes through your employees, EACH ONE OF THEM! When you want to do the bare minimum you try to keep them content BUT when you want to keep them engaged, you start to care deeply about their likes, dislikes, analyse their behavior and really think how you can adjust your culture as per them or/ and make them love the way it is!
Watch the video to know about the difference between Gen Y, Millennials and Gen Z and tips on how to engage each one of them.
Quick Fact: Slide through to understand how people Engagement Boost Business growth
Slide through to understand how people Engagement Boost Business growth
Most importantly because decisions or actions that employees take on an everyday basis impact your business, workforce, and culture.
The department in which the disengaged employees work, the task that they have been assigned, their level of quality, timeliness, and enthusiasm would be reflected in the work. Precisely, this would go on to impact your business, workforce, and culture.
Suppose an employee in your support team is disengaged at work. Here’s the impact of their disengagement on-
Business- As per Forbes Communication Council, engaged employees deliver 1.5x greater customer experience. Disengaged would not meet even be as eager and dedicated to solving the customer problem. Result- losing customers.
Workforce- The tasks are interdependent, if the disengaged employees wouldn’t do their tasks timely and finely, the workforce would suffer. Result- Disagreements, disputes, and bad culture
Culture- The disengaged employee might also badmouth, not take initiatives for the company’s good and influence the mind of other employees connected to them. Result- Negative aura, losing employees
When engagement at work is not taken seriously or done rightly, as per Gallup, it can result in approximately $450 billion of worth of lack of engagement annually.
Keeping employees engaged assures you of better business results in good bad economic times, or across company, industry and nationality.
Studies suggest that companies with more engaged employees witness 51% higher productivity rate and 80% of these engaged employees show a greater level of trust in the management while also being more committed to achieving the overall business goals!
Now, would you as an employer not want all this? Definitely, you would. To to it the best way, read this guide start to end.
Quick Fact: Read tips on Employee Engagement Activity
Read tips on Employee Engagement Activity
The Maslow’s hierarchy law is the perfect explanation to the engagement model. Let’s call it the engagement pyramid and think of it in that direction. The basic need as per Maslow’s theory are physiological, safety, love and belonging, esteem and self-actualisation. When we think of it in the direction of work, all of it converts to money. Job security, great team, work culture and then feeling appreciated and recognised enough, Towards the top of the pyramid development opportunities to uncover their potential and reach the ultimate career goal!
Given that you start identifying and categorising your employees into these buckets as per where they are in their engagement journey with you, you will end up turning the disengaged employees into engaged ones.
But what steps do you exactly take to fulfill each of these employee engagement needs?
An employee engagement software can significantly help you in this regard but not until you use it right! To understand how the same, you need to identify the presence and absence of important employee engagement components and then put the RECAP formula to best use accordingly!
Despite the efforts that companies put into increasing the engagement only 15% employees across the globe come under “engaged” category!
So, let’s begin with a few questions and then move on to telling you radical RECAP FORMULA to take your people engagement number to another level.
Note: The questions are inspired from the famous Gallup’s 12-point survey for the employees. Answer these questions as an employer to your own self to understand your current engagement levels.
For the questions you answered with a no or maybe, the formula will help you turn it into a yes. Because despite putting more and more efforts, nearly 85% of employees around the globe are still actively disengaged at work.
We are certainly witnessing a new world of work and with it, a new generation of employees- Generation R.
Watch the video to understand what this new term means and how you can embrace this generation.
Recap is an abbreviation to what we have understood talking about engagement and working on it over the years. Not just that, it also means that you should look back and really take a recap of all the practices and behaviours in the past so as to be in a better position to fruition your recruitment efforts and also optimise the way you use recruitment management software and HR software holistically.
In this special formula to spike engagement, we share tips to make things work in your favor.
Rewards & Recognition People work for money (basic need) but walk an extra mile for recognition, appreciation and rewards. For the deepest desire for every human is to be ultimately appreciated for what they do. 78% of employees are highly engaged when they feel strong recognition from their organizations. Use Badges & Rewards to recognise good work and make appreciation a daily practice! Explore now!
People work for money (basic need) but walk an extra mile for recognition, appreciation and rewards. For the deepest desire for every human is to be ultimately appreciated for what they do.
78% of employees are highly engaged when they feel strong recognition from their organizations.
Use Badges & Rewards to recognise good work and make appreciation a daily practice! Explore now!
Emotional Salary When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.” – Simon Sinek. Employee engagement at work is all about emotional connection. Companies still fail to realise that only 22% of people leave their organisations for money, had they been offered enough emotional salary, they would have stayed! It precisely includes autonomy, belonging, creativity, direction, enjoyment, inspiration, mastery personal growth, professional growth and purpose! Give Emotional Salary to retain your talent and keep them invested Read more
When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.” – Simon Sinek.
Employee engagement at work is all about emotional connection. Companies still fail to realise that only 22% of people leave their organisations for money, had they been offered enough emotional salary, they would have stayed!
It precisely includes autonomy, belonging, creativity, direction, enjoyment, inspiration, mastery personal growth, professional growth and purpose!
Give Emotional Salary to retain your talent and keep them invested Read more
Continuous Listening “Whatever you speak seldom makes you learn, if you want to improve your organisation/ the way you lead and engage, you must listen. Who can be better than your employees for it?” Listening to each employee in person on a continuous basis is quite impractical but this practice is also crucial for employee engagement. So, figuring out a way to enable it is essential. In length, and quick pulse surveys and moodbots are a proven way to activate continuous listening. Use Pulse, Surveys, Moodbots to know your improvement areas Explore now!
“Whatever you speak seldom makes you learn, if you want to improve your organisation/ the way you lead and engage, you must listen. Who can be better than your employees for it?”
Listening to each employee in person on a continuous basis is quite impractical but this practice is also crucial for employee engagement. So, figuring out a way to enable it is essential. In length, and quick pulse surveys and moodbots are a proven way to activate continuous listening.
Use Pulse, Surveys, Moodbots to know your improvement areas Explore now!
Tip: To use the method efficiently, it is necessary to trigger a special 3- step continuous wheel that briefly includes- Listen, Act, Analyse!
To use the method efficiently, it is necessary to trigger a special 3- step continuous wheel that briefly includes- Listen, Act, Analyse!
Download “ The continuous listening guide for the irresistible organizations” For FREE Now! GIVE ME THE PDF
Download “ The continuous listening guide for the irresistible organizations” For FREE Now!
GIVE ME THE PDF
Amplify their Ideas/ believe in them Whatever you speak seldom makes you learn, if you want to improve your organisation/ the way you lead and engage, you must listen. Who can be better than your employees for it?” Explore now!
Whatever you speak seldom makes you learn, if you want to improve your organisation/ the way you lead and engage, you must listen. Who can be better than your employees for it?”
Explore now!
Positive + Clear Communication “Positive communication begins with mutual respect, empathy and results in effective teamwork by uplifting their morale.” “High performing companies are TWICE as likely to keep communications simple & jargon-free.” – IABC Report Tip: Switch to HR software with a fully functional mobile app to maintain consistency. Use HR Posts & Announcements to keep one and all informed Explore now!
“Positive communication begins with mutual respect, empathy and results in effective teamwork by uplifting their morale.”
“High performing companies are TWICE as likely to keep communications simple & jargon-free.” – IABC Report
Tip: Switch to HR software with a fully functional mobile app to maintain consistency.
Use HR Posts & Announcements to keep one and all informed Explore now!
Employee engagement in HR is not the only thing that needs attention. Most of the engagement programs fail because they are primarily and many a times even solely considered “an HR thing”! It has always been seen as something that is not the onus of any manager, leader or a frontline employee. Because of this very belief, most of the organisations think that they have exhausted their employee engagement strategies and give up on putting efforts way before truly exploring the full potential to revolutionise their business. Despite attempting repeatedly to raise the engagement numbers, they either see low engagement or see it reaching the plateau.
To ensure everyone stays informed and engaged enough, HROne introduced India’s first Inbox For HR. A gmail-styled HR inbox that efficiently organises the actionable tasks, so you never miss a task again.
Sometimes the tool they use reflects high people engagement levels but they still fail to see the change in business results. Ultimately being at a loss of explanation or failing to figure out the root cause, they end up blaming factors other than their own practices and mindset.
Hence, to take businesses out of this cycle of putting efforts, and not getting the desired results, we made a 3 point rule for everyone involved in the engagement work– managers, senior stakeholders, and employees.
Pinning the exact three things that they must do right below.
Managers- Listen, learn, Lead
Senior Stakeholders- Head, heart, hands
Colleagues- Collaborate, cooperate, appreciate
Listen, learn, lead
Above everything, you play the role of a catalyst, an enabler. Not only do you set the tone for work environment but also guide employees and stakeholders of how much to expect and keeping the goals realistic.
Who we are, why we exist, how do you help us succeed? Start answering these questions to employees so that they can connect to your organisation and continue to choose you over others.
More than managers and stakeholders, employees stay in touch with each other. You play an integral part in engagement for each other.
This complete engagement guide is an actionable and insightful resource for every employer, HR or manager who is looking to transform their workforce or team into a highly engaged one to optimise their business results or achieve team goals.
The cut to cut HROne RECAP formula, granular level understanding of how performance, engagement and recruitment are interlinked would act as the foundation model while helping you know exactly what engages and what disengages them. Gradually, you will also rebrand your company as the one that values and cares for their employees FOR REAL!
Also, now that you have chosen this road, remember to do the inside work too! Ingrain in management the importance of employee engagement and the power of putting people first. Because, till the time you would not change yours and the mindset of the people at core, change would only happen at the surface level and won’t be long term.
Begin with a small workshop, conversation, or the best- Making feedback and appreciation an ongoing practice Stay determined, keep implementing The RECAP Formula and when you feel stuck, talk to us. We are just one email/call away to help you rewrite your organization’s employee engagement endeavors and make them work for you providing phenomenal business results!
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