Staff engagement

Are your staff the best people for your business? Are they engaged?

Staff engagement is such an important factor in the success, or otherwise, of your business and can impact directly on financial performance.

An engaged workforce is more productive and innovative so it is important to attract and retain the right talent to sustain growth.

What is an engaged workforce?
"... typically one in which employees understand and are committed to an organisation's values and objectives, and are passionately motivated and willing to not only offer their very best at work but to go above and beyond to move the organisation forward and achieve organisational goals." Nick Deligiannis, Hays Australia & New Zealand.

According to research* by Hays Australia & New Zealand the top 12 engagement factors for employees are (in priority order):

  1. Feeling valued
  2. Recognition of a job well done
  3. Understanding how success will be measured
  4. Understanding how their role helps the business achieve objectives
  5. Clear communication of the business objectives and strategy
  6. A feeling of inclusion, where differences are valued
  7. Feeling like they have 'a voice' and can share opinions
  8. Seeing action taken as a result of feedback
  9. Clear understanding of how their role contributes to the success of the business
  10. Good induction process
  11. Regular learning and development opportunities
  12. Yearly salary review

This information is helpful in assisting us to understand how to retain staff and keep them feeling engaged. Feeling valued and being recognised for their efforts rank as top priorities for employees. It costs nothing to recognise the work of your team and let staff know they are valued and their efforts are having a positive impact on the business. Interestingly salary review is well down the list indicating that engagement doesn't have a dollar figure, if we want staff to go above and beyond we need to offer more than a competitive salary.

When approaching staff engagement it helps to break it down into two sections: intrinsic factors and & extrinsic factors.

Intrinsic factors are those that come from within, often feelings. Whilst employers don't have total control over these factors they can influence them by ensuring employees have knowledge that will allow them to switch on and engage. Intrinsic factors include:
  • having a purpose
  • a sense of achievement
  • feeling valued
  • a sense of being treated fairly
  • satisfaction from making a difference
Extrinsic factors come from outside the employee and are external influences. Employers have greater influence over these factors such as:
  • financial reward
  • work environment
  • performance management
  • learning & development
  • efficient induction
  • flexibility

Employees are most commonly engaged by a combination of both intrinsic and extrinsic factors. To determine what motivates your employees, simply ask them. Seek their opinion, input and ideas and ensure the opportunity for two-way communication allowing for feedback so that you understand their optimal engagement factors. After all, everyone is different.

* Source: Hays Staff Engagement - Ideas for Action Report


Suite 2

50 Upper Heidelberg Rd

Ivanhoe VIC 3079


PO Box 500

Ivanhoe VIC 3079


03 8850 3333


03 8850 3330