What is employee engagement ?

Engagement represents the involvement of employees in the work they do and characterizes their willingness to positively advance the company in its development.
We can distinguish two types of commitment : to the company directly, or within everyday projects.
These two notions of commitment differ because the first one focuses on the feeling of satisfaction and happiness felt by employees, while the second one concerns the framework and organization of the work in which they work.


But, what’s the point?

An engaged employee is much more productive than a disengaged employee.
In addition, he will promote his company to the outside world: a good commitment has a direct impact on the company’s profitability and brand image.


Disengaged project

Loss of meaning, tension, lack of involvement,…

Commited project

Dynamisme, dialogue constructif, motivation, …


Identifying my company’s commitment : 3 employee profiles



The actively engaged employee (9% of french employees*) is the one who arrives in the morning with a smile on his face : he is happy and motivated to do what he is paid for every month.
This employee profile will promote the company to his entourage, he will seek to co-opt his friends and relations because he thinks it is good to work there. He is the one who, in the end, will be one of the high-performance elements on which we can rely to meet new challenges.


Employees who are not hired (65% of french employees*) are those for whom a job remains purely food-related : this allows them to pay their bills at the end of the month.
It’s the employees who start the week by answering “Like a Monday!” when asked “How are you doing? ». They can be relied upon to carry out their assigned tasks to the letter, but they should not be expected to take initiatives.


The disengaged employee (26% of french employees*) comes in the morning, walking backwards : he has no appetite for his work and even actively participates in undermining the morale of those around him. His motivation is not necessarily to leave the company but he is no more interested in his success than that, he is even totally indifferent to what happens there.


*Engagement of french collaborators according to Gallup Institute (update 2017).



Generate engagement : how?

There is no miracle method or magic formula to generate commitment.
Nevertheless, Enjoy Your Business offers you a list of actions you can take to carry out your own diagnosis and ensure that you are on the right footing. We also advise you to make a clear distinction between involvement within your company and within your internal projects.
Finally, it is important not to rely on your own assumptions, but to ask people directly if they feel committed to you or your company, and if they are involved in their daily work.


Engagement to my company

To measure it, ask yourself the following question : “Are my employees satisfied and happy in their daily lives?”.
Indeed, poor working conditions coupled with a bad atmosphere and a lack of consideration will favour a disengagement of your employees.
Feel free to ask them the following questions in the form of a questionnaire :

Do I know what is expected of me at work?
Are the means at my disposal sufficient?
Is the work I am doing the one I am waiting for?
Have I recently been rewarded / congratulated for my work?
Is my opinion taken into account?
Does my work have an impact on the company’s development?
Is the weight of my management too heavy on a daily basis?
Is the work atmosphere good?
Is my remuneration equal to the work I do?
Am I proud to work in my company?


Engagement in my projects

To get to know him, ask yourself the following question: “Are the structuring and organization of my company’s projects up to the expectations of my employees?”.
Indeed, a poorly defined and badly structured project will lead to confusion and lack of investment on the part of your employees. To find out how they feel, ask them the following questions:

Are the project objectives clear and understandable?
Is the final goal achievable?
Is everyone’s role well established and known?
Are there sufficient resources allocated?
Is the project well structured and defined?
Is there regular monitoring?
Is communication within the project good?
Are my skills being used correctly?
Is the project in line with the company’s values?
Do I believe in the project?




And now, what can I do with the results obtained ?

The results of your 2 previous surveys should give you a trend of employee engagement and enable you to target key areas for internal improvement.
However, they will not allow you to know exactly what actions need to be taken to overcome the difficulties encountered. For this reason, it may be interesting – or even necessary – to conduct one-on-one interviews in addition.
The exchanges with your collaborators will enable you to validate the real problems and decide together on the way forward. Do not neglect this step because it is here that the rendering of your engagement process will be the most qualitative.

And then what?
You now know the pain points and expectations of your employees: the cards are in your hands. Make sure that everyone finds his or her way to work in your company, engage your employees in a sustainable way.
This is a win-win victory we’re talking about, so don’t wait any longer and go for it!