Only 32% of team members are engaged, meaning 68% of your workforce is disengaged. This calls for strategic employee involvement tactics. 

The only way to help employees feel truly connected to their role and organisation is to change how you interact with them. And this involves more than just a salary.

Fortunately, we have engagement strategies and tools to share so you can build a more collaborative, innovative, and productive work environment. 

What is employee involvement?

Employee involvement, also called employee participation or employee engagement, is the level of enthusiasm one has towards their job and employer. It’s a great way to assess how much staff members are willing to support their organisation.

Fueling employee involvement goes beyond simple engagement; it’s about driving participation and ownership of one’s role.  

Employee involvement and participation 

While both are often used interchangeably, there are subtle differences between employee involvement and employee participation worth noting. 

Employee involvement is a broader term that encompasses a range of activities designed to engage and empower employees. One such activity is employee participation, which is a more specific form of involvement that encourages team members to participate in decision-making. 

While participation is a key component of involvement, it is not the only one. Employee involvement also encompasses activities like training and development, communication, and recognition.

In essence, employee involvement is a broader concept that includes employee participation.

The advantages of employee involvement

When staff members feel invested in their jobs and workplace, they are more likely to put in their best effort. This effort turns into lucrative gains: 

• Improved productivity: Engaged employees provide employers with a 17% productivity increase. 
• Improved decision-making: Diverse and inclusive perspectives and fresh ideas can lead to better decision-making. Inclusive teams are 87% more likely to make better decisions than non-inclusive ones.
• Enhanced job satisfaction: Employees who feel involved and heard are more satisfied with their jobs.  
• Reduced turnover: A positive work environment and growth opportunities can reduce employee turnover. Highly engaged businesses have a 43% lower turnover. 
• Boosted innovation: Engaged employees are more likely to come up with innovative solutions to challenges.  

Best practices for encouraging employee involvement

Establishing the right employee involvement strategies requires understanding the drivers of employee involvement. 

According to Gallup, these engagement drivers include: 

Purpose

Individuals want to find meaning and purpose in their work. They want to understand the exact type of contribution they make in their role and even better, beyond the workplace. 

Assist employees in finding purpose by:

• Sharing the bigger picture: Communicate how every person’s work contributes to the bigger picture or the organisation’s mission. 
• Decision-making: Involve employees in decision-making in key organisational initiatives. This will help them take on a bigger role and have the chance to collaborate with stakeholders who also contribute to that same vision.
  

A caring manager

A manager can shape an employee’s experience at work. They account for 70% of team engagement. 

Here’s what leaders can do to be more supportive and elevate engagement: 

• Invest in team members’ development: How do individuals want to improve and grow? What skills or knowledge do they need to enhance their performance? By actively listening to their aspirations and providing growth opportunities, managers can foster a culture of continuous learning.
  
  
• Offer coaching and mentoring: Offer guidance, support, and mentorship to help employees reach their full potential.

• Provide empathy: Show empathy and compassion towards employees, especially during challenging times.

‍

Ongoing conversations

By prioritising open communication and transparency, leaders can break down silos, boost morale, and build stronger relationships with their teams. All of these play key roles in elevating employee involvement.

• Regular feedback sessions: Create opportunities for employees to share their thoughts, ideas, and concerns. Obtain their help in brainstorming and implementing solutions to those ideas and concerns.
  
  
• Recognition and rewards: Ensure every milestone, achieved goal, and positive behaviour is recognised and rewarded. This positive feedback will help staff members feel valued and drive them to continue putting their best foot forward.
  

Focus on strengths 

When employees can leverage their strengths, they will feel more confident and energised in their work.

Help them capitalise on their strengths by:

• Setting goals: Encourage employees to set personal and professional goals and track progress. Help them establish milestones to keep them accountable.
  
  
• Finding new opportunities or roles: Provide opportunities for employees to take on new challenges or roles that align with their strengths.

The Awardco advantage

One more critical practice is to leverage technology like Awardco. Awardco offers a range of tools and solutions to help you implement effective employee involvement strategies. 

Our platform enables you to:  

• Gather feedback: Conduct surveys and polls to gauge employee sentiment.  
• Recognise and reward: Celebrate achievements and milestones.
• Foster collaboration: Create a space for open communication and idea-sharing.  

Start with Your Demo

Empowering your employees and fostering a culture of involvement can unlock their full potential and drive your business to new heights. Start exploring Awardco’s platform with a demo.