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Learn more about how you can build a better workforce with the help of employee feedback.

Woman in glasses smiling and sitting, with another woman and man sitting around her looking at someone off-screen

Employee engagement is about more than happy employees. Engaged employees are invested in your company’s success, values, and goals. According to a 2021 Gallup report, businesses with highly engaged employees are more profitable, have lower staff turnover, report fewer safety issues, and have higher rates of customer loyalty. 

It won’t happen overnight, but by listening to employee feedback and taking action, your employees’ level of engagement can be improved.

Let’s chat about employee engagement, its benefits, and how to improve it in your company.

Build a better, more productive workplace with Momentive. Use our free employee engagement survey template to measure what matters most.

Employee engagement is the level of enthusiasm and commitment a worker feels toward their job. Engaged employees feel valued, care deeply about their work, and are dedicated to the success of the company. High levels of engagement improve retention of talent, boost productivity, and lead to better business outcomes.

Some businesses mistake employee satisfaction, wellbeing, or general happiness with engagement. While these are important factors in the employee experience, they aren’t indicators of someone’s investment in the success of their teams, organizations, or the overall business. This isn’t about video games in the break room or free lunch on Fridays. Those are great perks, but making your employees happy isn’t enough to foster engagement.

Engaged employees are loyal to your company and believe in your vision. They actively make efforts to help the company meet its goals. Engaged employees are optimistic, team-focused, and willing to go beyond their job description. They are emotionally committed and passionate about their work.

On the other hand, disengaged employees are average performers who feel no real connection to their work. They tend to be pessimistic about their job and company and may only do the minimum required to earn a paycheck. These employees rarely communicate their feelings about their work, and when they do, it’s to express negativity and complaints. 

It’s important to not confuse employee engagement with happiness, satisfaction, or wellbeing. While these can have an effect on engagement, they should not be confused with engagement itself.

Happy employees have positive feelings about their work and company. They’re energized and motivated to take on challenges in their jobs. Happiness can change on a day-to-day basis. You can help improve employee happiness with good communication, employee recognition, and other actions that enhance the work environment.

Often mistaken for engagement, employee satisfaction describes how satisfied or content people are with various aspects of their jobs. Factors that influence employee satisfaction may include pay, workload, resources, perception of management, and other factors.

Employee wellbeing includes a person’s overall physical, emotional, and economic health. It influences their relationships at work, decision-making skills, and internal resources for dealing with a variety of situations. Employee wellbeing can impact engagement, but the two terms are not interchangeable.

Why is employee engagement important to your organization? Because it not only benefits your employees, it also benefits your teams, managers, and the business as a whole.

Imagine you’ve promoted a high level of employee engagement in the individuals in your organization. Now imagine those individuals working together as a team. Engaged employees working together will produce amazing results and outcomes—far better than teams that are not engaged.

When a team is constructed of motivated, engaged employees, each individual is likely to be more engaged in their own role, resulting in a higher level of team performance.