Top 5 reasons why you need to assess your employee engagement strategy

Managing people is tough, to say the least. Whether it’s training those in your organization who have never managed teams before or introducing your own c-level leaders to a new way of managing, there are a few reasons why it should all start at your employee engagement strategy.

Employee engagement strategies should be built on the basis of trust between employees and managers, and more importantly within the organization as a whole. Employees trust that the organization and their managers leading team decisions will have the employees best interest at hand, they trust that there will be a level of transparency so people can progress or regress without surprise, and they trust that there will always be room for growth – both personally and professionally – within the organization.

When managerial teams and employee engagement strategies collide, great things should happen. But that’s not always the case. Often times managers or execs are so focused on the end goal that they forget about the values and beliefs that brought their team together in the first place. The engagement and self-care of employees are left forgotten and employees feel like another ‘cog in the system’. There’s a sense that words go unheard and certain activities or team rituals slow down. The tough fact to swallow is that employees are only as good as the individual or team who manages them. Monkey see monkey do.

Engagement strategies are ultimately built to ensure that these types of occurrences don’t happen. They start with a mandate, key objectives, principles & policies, an execution plan, and most importantly an evaluation phase. Engagement strategies have shown to be wildly successful in companies with some of the top performing employees and managing leaders in them. But other times they can be left to the wayside and deprioritized, forgetting to value the true individuals who make up the organization.

Here are the top 5 reasons why you need to assess your employee engagement strategy today to prevent this downward spiral from happening.

  1. Motivation – Would you rather have the employees of your organization outputting creatively crafted work and having an anomaly in your organization’s project(s), or would you rather have someone following their Trello board full of tasks until everything’s done? Employees need to feel motivated – giving them the utmost trust to produce their own work will help them stay motivated. It’s the thing that gets people up in the morning, it’s what allows employees (and managers) to stay creative in and out of the office. It’s also one of the largest key reminders of how to measure happiness in the workplace. So don’t lose it, and definitely, don’t let your employees lose it.
  2. Productivity – Now this one is a bit selfish. A great engagement strategy should equate to amazing productivity of your team. Employees who feel inclusive of major decisions in your organization and feel engaged at work will ultimately be more productive and driven to reach business goals. Productivity in a perfect world comes from motivation. Create a workspace where your employees can feel productive, offering different areas of workstations that can allow for each individual’s comfort and productive mindset will go much further than the price tag you paid for the treadmill desk!
  3. Communication – Much like any relationship, communication is key to staying open and honest with one another. It’s the number one factor often missed when organizations or manager to employee relationships break down. Sometimes all it takes is a quick sit down to discuss areas of growth or suggestions for improvement. Allowing an open line of communication will help resolve problems before they arise. It will help your employees be open to your managers before evaluating how engaged they truly are. Introduce employee surveys into your organization with tools such as, that allows your employees to gauge their level of engagement through catered questions sought out by the culture and employee experience experts behind the platform.
  4. Stimulation – This correlates with creativity. Giving the reins to employees to have the creative freedom to do their work and expand on it with their own personal touch is one thing that many organizations miss the mark on. Albeit that robots are taking over many of our jobs, your employees are human, they are individuals, they are creative, and they will stay stimulated way longer if they have the right to flow openly when it comes to project work. This sense of creative drive will help engage more than their creative appetite at work but can open doors for growth personally too.
  5. Enhanced sense of well-being – This one is both for the employee and for the organization. When employee engagement is high, there is an enhanced sense of well-being. It equates to happier managers, happier employees, and a healthier workplace for all. Organizations are looking outside the workplace to make this happen – offering gym memberships, fitness funds and healthier meal options on-site are a few ways that show investment in the well-being of employees –  that ultimately help them feel an enhanced sense of well-being in the organization. Using your employee engagement pulses and feedback polls from, you can put a qualitative value on the sense of your organization’s well-being with feedback from employees.        

Don’t just strategize, execute and evaluate your employee engagement strategy, instill it in your top leaders to walk the walk as well. Make sure your managers participate in the same activities and benefits your employees do to align their feeling of motivation, productivity, communication, stimulation, and well-being. Because remember, your employees are only as good as their managers are.

More about Fortay: is a culture first platform that helps companies hire & retain diverse top talent based on their unique culture. Talent is matched based on values fit against a company’s cultural fingerprint for true culture addition. Fortay delivers high impact results including increased hiring efficiency, improved performance and retention, and increased team diversity for a stronger more robust workplace culture. For more information about Fortay, visit, @FortayApp, or