Updated article

Developing employee engagement does not require a huge budget. This is the premise of an article in Forbes, which emphasises that to create strong employee engagement, it is essential to look after human relations within the company. So, when only 13% of employees say they are engaged, how do you build strong relationships with employees to develop their loyalty and commitment?

Let's start by qualifying the commitment

Before developing employee commitment, let's start by qualifying it. And to qualify it, to make it concrete, you need to associate it with a context, precise objectives and specific actions.

Example: some of your employees are very talented, and you would like to promote them so that they feel recognised. We are going to set up a peer-to-peer learning tool (or social learning) to encourage them to share their skills, to learn from each other, and to be better recognised in the company. They will therefore engage in skill sharing.

Want to know more about how to qualify employee engagement? Listen to Marie de Beauregard, HR Director HOPSCOTCH Group:

How can we build a corporate culture that develops employee commitment?

Develop employee commitment by promoting autonomy

Two words are key to developing employee commitment: responsibility and autonomy. Employees who feel autonomous and responsible are more likely to deliver good results. Of course, they will need to be guided and coached, and clear and achievable objectives will need to be set. It will also be necessary to rely on managers to coach and advise them. The more managers provide their teams with a global vision of the strategy (and not fragmented tasks), the more innovative these teams will be. Employees will feel empowered and valued. You will help them to develop their skills while building loyalty.

Develop employee commitment by stimulating a feedback culture

When you ask your employees for feedback, you let them know that their opinion counts. And naturally, you increase their commitment. With a digital feedback tool, you can take the temperature of the company and understand the mood of your employees.

Eventually, you will even be able to adapt your management or your communication if necessary. Because feedback means communication! You must explain why you have chosen to take this or that feedback into account. Be transparent: employees are more committed if they understand your decisions.

Develop employee commitment by celebrating individual and collective victories

Être félicité par ses pairs est une vraie source de motivation et d’engagement. Une étude Gallup montre que les salariés valorisés et reconnus sont plus engagés, et même plus performants ! La reconnaissance peut passer par de multiples canaux : gamification, événements réguliers où se rencontrent divers niveaux hiérarchiques, des moments durant lesquels les salariés peuvent partager leurs réussites avec les managers… Car à la fin de la journée, tous les salariés souhaitent être reconnus pour leur travail. Il est donc primordial de créer des canaux de reconnaissance, et de lever les barrières hiérarchiques pour créer une culture du partage et de la reconnaissance.

7 strategies to develop employee engagement

Sites such as Built In or the Harvard Business Review offer strategic directions for developing employee engagement at a lower cost. Here is our selection:

Define your corporate values and mission

Employees are more engaged when they know why they work, and are inspired by that purpose. Your corporate values and mission have a real role to play in developing employee engagement. There are several options available to you:

• You can define your values and mission in a top-down way and then communicate them to the teams. You can then put actions in place to ensure that these values are properly infused. For example, acculturation MOOCs, quizzes, internal challenges, etc.
• You can also co-construct your purpose with your employees, for example in the form of a manifesto. In this way, employees will actively participate in the development of the company's values and mission. They will develop a strong sense of belonging and commitment. There is nothing to stop you from carrying out a few playful actions afterwards to check that the culture has been infused.

Reconnect the company to causes that make sense to employees

Speaking of the company's purpose, however you define it, it is essential to (re)connect the company to the values of the employees.

N’hésitez pas à travailler sur un programme RSE fort qui va stimuler l’engagement collaborateur. En effet, des études montrent que les individus sont prêts à faire des concessions sur le plan financier s’ils travaillent pour une entreprise qui s’engage sur le plan social et environnemental.

You can implement a CSR approach in co-construction with your employees. It is up to you to determine the level of co-construction of your system. You can also launch acollaborative innovation programme inviting your employees to propose ideas to give life to the strategically defined CSR pillars.

Offer volunteer assignments

To stay with CSR considerations, employees want to work for companies that are committed to having a positive impact. This is why more and more organisations are teaming up with associations to offer volunteer missions carried out by employees during their working hours. Think for example about approaching local initiatives, located close to the office.

The impact is positive, with 80% of employees believing that companies that sponsor charities are a better place to work. And even 70% of employees think that volunteering is better for morale than after parties 😉

Take care of the mental health of your employees

It is easier for an employee to feel committed to the company if the company takes care of his or her well-being. That's why workplace wellness programmes are successful. Group yoga or sports classes, meditation sessions, provision of snacks... Find out what best fits your culture and the needs of the teams.

Conduct surveys

In order to develop employee commitment, it is essential that you listen to them. It is very important to take the temperature: do employees feel good? Do they feel valued? Are your initiatives having an impact? By giving each individual a voice, you encourage open communication and a true feedback culture.

For example, you can launch weekly surveys on various topics. And every month or quarter, don't hesitate to publish a more in-depth survey!

Plan a recognition programme

A recognition programme will enable you to activate the virtuous circle of commitment. Committed employees are willing to invest themselves in the company. But they will need to be recognised for their efforts. If recognition is forthcoming, they will be willing to continue their commitment.

Recognition must come from managers, but it can also come from other departments in the company: innovation, internal communication, HR, etc.

In short, take the time to value those who take part in workshops, suggest ideas and get involved. Offer them the opportunity to answer interviews, make videos for internal or external communication, offer them prizes or training, etc. The field of possibilities is very wide!

Involve your employees in innovation

Regardless of their hierarchical level, employees can contribute to the company's strategy andcontinuous improvement. Indeed, it is thanks to the diversity of profiles and skills that innovation will truly be born.

And to convince you, according to a Beeshake study, 91% of employees would feel more motivated if they could propose their ideas to the company. However, for almost 70%, they cannot do so.

So don't hesitate to set up acollaborative innovation to promote employee commitment.

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