The Top 3 Employee Engagement Drivers

No comments

The subject of engagement in workplaces has started to be seen and talked about more and more, by big and small companies alike, yet implementation is still a grey area. When confronted with understanding engagement, what drives it, how it can be nurtured and what initiatives can be designed to measure and improve it, companies rarely know where to start. Employee engagement drivers are a great starting point for that, we believe.

Learning what motivates people, what drives their actions and how this translates into productivity, performance and loyalty to the company, is the first step in acting towards employee engagement, rather than just talking about it.

Over the years, these drivers have changed and shifted positions, reflecting economical conditions, generational changes and overall workplace trends.


In their 2016 Employee Engagement Trends Report, Quantum Workplace identified management/leadership as one of the most important engagement drivers. The following two statements ranked highest in importance:

The leaders of this organization are committed to making it a great place to work.

I trust the leaders of this organization to set the right course.

Deloitte research also shows that more than six in 10 employees (62%) who plan to stay with their current employees reported high levels of trust in their corporate leadership, while only 27% of employees who plan to leave express that same trust. Moreover, 26% of those who plan to leave their jobs in the next year cited lack of trust in leadership as key factor.


The most engaged organizations ranked feeling valued, trust in senior leaders and retention the most favorably – Quantum Workplace. While CEOs and other senior leadership set the vision and strategy for the company, which can be a decisive engagement driver, the reality is that in most companies middle managers have an even bigger influence on engagement than even senior executives. That’s because managers are the direct link between the C-suite and the rest of the organization, as shown in this definitive guide to employee engagement by SnackNation.

Because management has such an essential role in employee retention, it should be leveraged in HR strategies to attract and retain talent.

If a company publicly states that its no. 1 priority is talent or people, it should own up to it. Employees are engaged when they feel valued. When their efforts are recognized and when they are encouraged to thrive.

Transparency and communication are the basis of building their trust in leadership and gaining their engagement.

An analysis performed by Dale Carnegie to determine the link between supervisor and organization evoked feelings revealed that it’s the immediate supervisor who is the chief emotional driver in the workplace; reactions to him or her explain 84% of how employees feel about their organization.


  • Have a clear internal communication strategy
  • Execute that strategy, don’t just leave it at a planning stage
  • Promote business transparency
  • Communicate future plans and strategy
  • Encourage employees to talk openly and engage in giving and receiving feedback
  • Listen to them
  • Recognize their efforts
  • Practice social leadership

Download our free eBook on how to design and implement employee engagement activities for your team.


The forth report in Deloitte’s Talent 2020series, surveyed 560 employees across virtually every major industry and global region.  One of the three main emerging challenges that they identified: meaningful work.

“Engage employees with meaningful work…or watch them walk out the door.”


According to this report, 42% of respondents who have been seeking new employment believe their job does not make good use of their skills and abilities. Furthermore, surveyed employees who are planning to switch companies cited the lack of career progress (37 percent) and challenge in their jobs (27 percent) as the two top factors influencing their career decisions.

It’s impossible to be engaged at work if you feel like the work you’re doing is not engaging. Situations like these create strong feelings of unhappiness, inadequacy and frustration…

Source: Blog – Hppy

TRG Guide

Sponsored By