What is employee engagement?

Definition, pillars of commitment at work, key figures... Let's take stock.

Collaborative commitment refers to the degree of personal involvement of an employee in the success of their company.

For HR and CSR managers, it is an essential element for the proper functioning of the organization. A satisfied employee is often loyal to their company, but commitment is much more than just finding happiness at work.

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How do you recognize a committed employee?

A committed employee is recognized by several key signs:

• Taking initiative : A committed employee does more than just fulfill the tasks assigned to them. He goes beyond the needs of his position, constantly looking to improve processes, solve problems, and innovate. This discretionary effort, that is, the effort beyond the minimum required, is a clear sign of commitment.
• Intent to stay and evolve : Another key indicator is the expressed desire to continue working in the company, often measured by the probability that the employee will still be employed in the next two years. Commitment is also expressed in the desire to progress within the company, to learn new skills and to take on new responsibilities.
• Company recommendation : Finally, a committed employee does not hesitate to recommend their company to those around them, showing genuine pride in their organization. This pride and the propensity to promote the business to loved ones are essential elements of commitment.

Be careful not to confuse commitment with simple happiness at work. You can be happy and satisfied in your work without being fully committed. The commitment is deeper and is measured through active participation, both psychological and emotional, in the success of the company.

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The advantages of a committed employee in their company

The 2019 Hays study showed that companies with a high engagement rate were more efficient: 40% more operational efficiency and a 14% decrease in turnover. The figures prove it, the commitment of employees is a real driver of competitiveness (and not only!).

Here are the many benefits of corporate engagement:

• Valorization of the employer brand : The quality of life at work (QWL) is crucial for 59% of French employees and attracts new talent! A favourable environment doesn't just retain the best people, it attracts new ones.
• Increased profitability : According to Journal of Corporate Finance, “employee-friendly” businesses are not only more profitable, but also better valued, with a 2.5% increase in turnover compared to comparable companies. Gallup research reinforces this idea, showing that highly committed groups are 21 percent more profitable than their competitors.
• Decrease in turnover : With conditions conducive to the development of employees, the risk of receiving a resignation letter is significantly reduced. According to the book Oxford Handbook of Positive Psychology at Work, committed employees are 87% less likely to leave their jobs, which makes it possible to limit the costs associated with recruiting, training and integrating new employees.
• Increase in performance and development of skills : Involved employees don't just work harder. They also solve problems more effectively, develop their skills quickly, and create strong cohesion with their colleagues. The SHRM study highlights that these individuals are more likely to help the company achieve its goals, thereby directly contributing to its overall performance.
• Improving the customer experience : Finally, a high level of commitment within the company results in a better customer experience. A study by Gallup reveals that businesses with a high engagement rate see their customer satisfaction increase by 10% and their sales increase by 20%. A happy and committed employee is often the best ambassador of the company to customers.

Thus, employee engagement is a key success factor for any company that wants to not only survive, but thrive in a competitive environment.

Also to read: Committed corporate culture: why and how to make employee engagement a strategic focus?

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The 4 pillars of corporate commitment

‍The Gallup pyramid is a concept that identifies 12 criteria essential to employee engagement, divided into four main themes. It's a bit the same principle as Maslow's needs, but in an enterprise version.

To improve employee engagement, it is essential to respect the following four themes:

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1. Basic needs

For an employee to be fully involved, they must first know exactly what is expected of them and have the necessary tools to accomplish their missions.

This means clear goals from the start of employment, regular follow-up to adjust them and adequate resources to work in good conditions. A comfortable chair or a high-performance computer, for example, are far from being details: they are essential elements in order to avoid disengagement.

The criteria to be met:

• I know what is expected of me;
• I have the materials and equipment I need to work;
• I have the opportunity to do what I know how to do best every day.

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2. Support and management

A good manager doesn't just set tasks, he recognizes the efforts of his team and actively encourages his collaborators.

Recognition, whether given by a supervisor or between colleagues, is a powerful driver of commitment.

79% of employees say they would leave their job due to a lack of recognition.
O.C. Tanner Institute

Encouraging managers to praise performance and support personal initiatives is therefore essential to maintain a motivating work environment.

The criteria to be met:

• During the last 7 days, I have received recognition for doing a good job;
• My manager/my professional environment is concerned about me as a person;
• My personal development is encouraged.

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3. Team work

The importance of relationships within a team should not be underestimated. An environment where employees get along well and are motivated to do quality work reinforces everyone's commitment. On the other hand, an employee who feels isolated or surrounded by demotivated colleagues risks disengaging quickly.

Organizing moments of cohesion, such as team buildings or joint breaks, helps to build strong relationships and maintain a positive work climate.

The criteria to be met:

• At work, my opinion seems to matter;
• The mission of my company makes me feel that my work is important;
• My colleagues are committed to doing quality work;
• I have a very good friend at work.

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4. The progression

For commitment to remain constant, an employee must perceive opportunities for growth within the company.

He/she should feel that their work is valued and that their efforts are recognized, not only by compliments, but also by concrete opportunities for development. This can involve training, internal promotions, or simply by recognizing your progress.

Communicating these opportunities is key, as is creating an environment that promotes lifelong learning.

The criteria to be met:

• In the last 6 months, someone told me about my progress;
• During the year, I had the opportunity to learn and grow.

By integrating these 12 criteria into the four pillars of engagement, businesses can create a work environment where employees feel valued, supported, and motivated to give their best.

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Why do the majority of employee engagement efforts fail?

Despite good intentions, many initiatives to improve employee engagement fail to achieve sustainable results. There are several reasons for this failure.

First, businesses often lack a solid framework to truly understand what drives engagement. Without a thorough understanding of these factors, efforts tend to be superficial and fail to address the underlying factors that influence employee motivation.

Second, while collecting employee feedback is a common practice, turning it into concrete actions is often the point where many initiatives fail. Asking employees for feedback is easy, but the real challenge is using this information to implement meaningful and relevant changes. Often, feedback is collected but not put into practice, leading employees to think that their voices are heard in theory but ignored in practice.

Finally, without the right tools to support an engagement strategy, efforts can quickly become ineffective. Successful implementation of an engagement strategy requires tools that can track progress, measure results, and adjust strategies as needed. Without these tools, initiatives can become disorganized, leading to inconsistent results and leaving employees feeling overlooked.

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How to measure employee engagement?

You now know the factors that influence employee engagement. But in concrete terms, how do you measure and interpret them?

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Key indicators

Before looking to improve the employee experience, it's essential to know where you are. Are you at the basic level of engagement or have you reached peak levels? Several indicators allow you to measure the commitment of your teams:

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1. The absenteeism rate

A key indicator that can say a lot about the commitment of your employees.

It is calculated by dividing the number of days of absence by the total number of days worked over a given period. A high rate can be a sign of growing disengagement, often linked to a lack of motivation, well-being, or recognition.

A finer analysis can even reveal trends specific to certain departments or teams, offering a clearer view of areas that require particular attention.

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2. Turnover

Turnover, or turnover rate, is another crucial indicator of engagement.

It measures your company's ability to retain talent. High turnover can indicate structural problems or a lack of job satisfaction. Analyzing turnover by department or team allows you to identify where the strengths and weaknesses of your company are located.

In the end, a company that manages to maintain low turnover is often perceived as an attractive workplace, where employees feel valued and want to stay.

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3. The employee recommendation score (eNPS)

The Employee Net Promoter Score (eNPS) is derived from the Net Promoter Score that was originally used to assess customer satisfaction.

Applied internally, it measures the extent to which your employees would recommend your company to those around them.

The key question is simple: “How would you recommend working at our company to friends or colleagues?” ” Responses are ranked on a scale of 0 to 10. Those who rate between 0 and 6 are considered detractors, those between 7 and 8 are passive, and those between 9 and 10 are promoters.

A high eNPS score is an excellent indicator of the effectiveness of your quality of life at work (QWL) initiatives and the overall commitment of your teams.

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4. Percentage of participation in social events and internal communication tools

Another relevant indicator is the participation of employees in company social events (such as team buildings, parties, or workshops) and the use of internal communication tools (such as corporate social networks or collaborative platforms).

A high participation rate indicates that employees are involved not only in their daily tasks, but also in the social and cultural life of the company. This reflects a sense of belonging and an interest in the work community.

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5. Internal surveys to measure engagement

Finally, to obtain an even more precise overview of the commitment of your teams, regular internal surveys are essential. These surveys allow employees to directly gather opinions on various aspects of their professional experience, such as job satisfaction, relationships with colleagues, and management perceptions. By asking targeted questions, you can identify areas that need improvement and adapt your strategies accordingly.

Prepare a questionnaire to find out how your employees feel about the company. You can use Gallup indicators to formulate questions.

By combining these metrics, you'll get a more complete picture of engagement in your business. This will not only allow you to better understand your strengths and weaknesses, but also to more effectively target your actions to improve the employee experience.

Do you want to set up an easy tool to measure the commitment of your employees? The platform Komeet makes it possible to measure this indicator and to monitor the participation of employees in missions with a social and environmental impact!

Request a demo

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Who drives employee engagement?

Imagine a workplace where each role contributes seamlessly to a culture of engagement. Collaborative commitment is not a solitary act. It is a collective performance where each participant plays a vital role.

Here's a closer look at how each role drives engagement and ensures a dynamic work environment.

HR is the pillar that supports and drives engagement efforts within the organization:

• Ensuring consistency and accountability : HR is responsible for aligning engagement strategies with organizational goals and ensuring that every level is involved in these efforts.
• Select tools and processes: The right tools and processes are critical for effective engagement. HR needs to identify and implement these resources to effectively support and track engagement efforts.
• Provide advice and support : HR plays a key role in coaching leaders and teams, helping them understand their roles in promoting engagement and offering support where needed.

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Managers are at the forefront, directly influencing team dynamics and engagement levels. They must:

• Creating a supportive atmosphere: Managers should foster an environment where employees feel safe to express their thoughts and concerns, which is crucial for maintaining engagement.
• Act on feedback on engagement : Regularly reviewing employee engagement data and acting accordingly is part of the role of a manager. This includes discussing feedback with the teams involved and taking meaningful action to resolve issues.
• Track and report progress : Managers should monitor the progress of engagement initiatives and ensure that their teams are progressing towards the goals set.
• Promote projects that contribute to engagement : By supporting and promoting approaches related to employee engagement, managers contribute to aligning their teams with the company's broader goals.
• Adopt behaviors that focus on engagement : Managers must constantly adopt behaviors that promote engagement and serve as role models for their teams.

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Employees are the main contributors to commitment within a company. Their responsibilities are as follows:

• Give constructive feedback : Employees should feel encouraged to provide honest feedback, knowing that it will be valued and used to improve the work environment.
• Participate actively : Engaging in problem solving and sharing ideas helps create a more dynamic work environment, which also promotes innovation.
• Support team goals : Employees should support their team's goals in order to strengthen team spirit and collective commitment.

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5 ways to improve employee engagement

Posters lost in the coffee room, informational emails that end up in spam or meetings every 36th of the month... This is not always enough to effectively engage your employees. Here are 5 concrete actions to put in place to mobilize your teams.

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1 - Listen to the comments of employees

For example, you can consult them through surveys or calls for projects. Feeling listened to as an employee changes everything. When it comes to developing corporate culture, there's nothing better.

Do you want to strengthen the ability to listen to your employees while encouraging their commitment? Komeet allows your employees to mobilize with associations through solidarity actions, a good way to develop your corporate culture!

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2 - Mobilize around the values of the company

Use your CSR approach as a lever for commitment. If actions related to environmental protection have already been implemented, it is essential to inform your employees.

Working with a company that corresponds to its values (whether environmental, social, integration, etc.) allows you to develop a sense of belonging to the company.

83% of employees say they enjoy working in their company if it deploys a CSR strategy, compared to only 64% in companies that do not have one.
Medef 2020 Barometer

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3 - Federate teams

Organize a solidarity team building to unite employees around a societal commitment, strengthen ties and make them want to act collectively!

Les Causes to defend are numerous, here are some ideas for collective missions that appeal every time: team waste collection, Christmas gift wrapping for sick children, solidarity marathon... It's up to you to find the one that your teams will like!

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4 - Giving meaning back to work

Focus on concrete actions such as skills sponsorship. This solidarity solution allows your employees to mobilize with associations during their working time, for missions of general interest.

The perfect opportunity to donate your time to the service of a societal cause such as helping homeless people for example. It is a good way to combat the loss of meaning at work.

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5 - Raise awareness

Instead of sending a few shy emails to your team, why not develop a strategy together?

Here are some ways you can put in place to effectively engage your employees:

• Creation of a community of employees mobilized around a specific cause (environment, inclusion, gender equality, education...);
• Facilitation of brainstorming workshops in the presence of associations;
• More engaging internal communication with newsletters, testimonies, creative contests on social networks...

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Examples of businesses where employee engagement is effective

1. Google: Innovating in employee engagement

Google is known for its forward-thinking approach to employee engagement.

The company's focus on creating a flexible and stimulating work environment has largely contributed to its high level of employee satisfaction and retention.

Flexible working methods, such as flexible working hours and the ability to work from home, help employees better balance their personal and professional lives.

Google campuses are also designed to foster creativity and collaboration, with open spaces, recreation areas, unique perks such as fitness rooms, and quality dining available on-site.

In addition, Google invests heavily in the training of its employees through programs such as “GoogleEdu” and various workshops and training sessions that allow employees to continuously improve their skills.

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2. Sanofi: Encouraging corporate volunteering and the well-being of employees

The global biopharmaceutical company Sanofi has implemented a variety of collaborative engagement initiatives focused on volunteering and corporate well-being.

Its desire to support the social and economic development of the communities in which it operates is based on partnerships with local actors and on the contribution of its employees in favor of disadvantaged populations.

Sanofi's “We Volunteer” program is a company-wide initiative that encourages employees to engage in volunteer activities, offering them the opportunity to get involved in societal issues. This program is part of Sanofi's corporate social responsibility (CSR) strategy, which is fully integrated into the company's business strategy.

Sanofi also offers all its employees one paid day per year. This day can be used for any volunteer activity that is approved and in line with the company's CSR commitments. Employees can thus participate in volunteer activities throughout the year or get involved during the annual “Volunteer Month” in October, which celebrates volunteer involvement across the company.

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Reinforcing employee commitment through skills sponsorship

Employee engagement is crucial to the success of any business, and it comes in a variety of ways. With Komeet, you can strengthen this commitment by allowing your employees to support causes through solidarity actions during their working hours.

For more information: Skills sponsorship: definition and specificities

This approach offers a unique opportunity to link employee involvement to company goals, while contributing to significant social initiatives.

Thanks to the Komeet platform, it is becoming easy to centralize and monitor the key indicators related to this solidarity commitment in real time.

Automated reporting allows you to keep an overview of:

• The number of employees involved;
• The number of associations supported;
• The number of actions performed and hours completed;
• The percentage of participation;
• Feedback from employees who participated in a solidarity action;
• Monitoring of actions in accordance with CSR objectives.

Handy to find your way around, isn't it? In short, if you apply these tips, your employees will naturally want to get involved and mobilize to achieve the company's goals.

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