June 15, 2021
Company Culture 08 January 2020
Transform Your Company Culture to Boost Employee Engagement
Guest Poster

Every successful company understands the importance of developing and keeping their employees engaged and focused on a common goal. Engaged employees put everything they’ve got into their job and are willing to offer more than is required.

On the other hand, employees who are not engaged will make the working environment intolerable and this will ultimately affect customer experience negatively. According to business experts, engaged employees are people who are 100% involved in their work and will always act in a manner that favors the organization’s interests.

research conducted by Gallop found out that approximately 32% of employees in most organizations are engaged at work. While the majority in the middle are trading waters, 17% are actively disengaged. This shows that the majority of employees in most organizations are not adding great value to their jobs and organizations. The majority of your difficult employees fall under this category.

Since this research is accurate and proves the Pareto principle right, what can you do to improve your employee engagement levels? Most successful business executives start by analyzing their culture. Positive company culture will have a great impact on the happiness and motivation of employees. 

On the other hand, poor corporate culture drags the entire organization down. If you want to have engaged employees, you should create a positive culture and communicate it to your employees effectively. Here are some of the best ways to achieve this.

1. Create open communication channels and promote transparency

By opening channels of communication and encouraging employees to share their thoughts, you’ll make them feel confident in the roles they play in the organization. By including this aspect into your company culture, you’ll make your employees feel happy and engaged. And they will invest all they have into their jobs.

Employees who are included in a culture that promotes transparency will be willing to lend a hand in advertising your products and services. Remember, employees, are human beings just like you. If you treat them like money-making machines, they will destroy your business.

2. Recognize and appreciate your employees

A research conducted by Tiny found out that around 22% of employees are not recognized for what they’ve been doing for an organization for more than three months. Only 12.4% feel recognized by their bosses. 

You need to create a culture that focuses on recognizing and appreciating your employees. You can do this by creating a communication channel that appreciates individuals for their hard work and results, giving constructive feedback and inspiring them, celebrating the success of the business with them and actively looking for ways to develop and improve their skills.

Employees who are usually rewarded by their organizations are innovative and willing to put in more hours. Linking your employees’ work with success will add a sense of meaning to what they do daily. Employees will work hard if they feel that they are recognized and appreciated.

3. Look after your employees

Employees who are supported and cared for by their bosses are usually more engaged in their work as compared to employees who feel like their bosses are using them. It’s important to create a culture where employees are looked after and supported. To create a culture that supports your employees, you’ll need to:

Create an internal support system such as workshops, mentoring and gift baskets for employees undergoing transitions in their personal and professional lives. This could be moving into a new house, changing their departments or promoting them.

Keep all your employees accountable for assisting each other and working in teams for projects to be completed successfully and on time.

Encourage managers or supervisors to hold face to face meetings with employees regularly. By doing this, they’ll take note of employees who look tired, stressed and withdrawn.

Create a communication channel where employees can discuss their achievements and celebrate their success together.

4. Develop your employees

Every employee wants to feel like he or she is contributing to the success of the organization. They can only contribute to the success of the organization if they grow personally and professionally. At the end of the day, no one wants to stay in the same job forever.

Your employees need opportunities to grow in their job and the organization. You can easily achieve this goal by creating a clear development plan for every employee in the organization. Managers or supervisors need to coach employees under them to develop and improve their skills.

You can also consider using the performance appraisal to spot and identify areas that employees need to improve and create a plan to provide them with tutorials and training to improve their skills.

5. Create a culture of trust

Trust is the foundation of success in any organization. The top management should trust their employees so that employees can trust them in return. This means making a decision that will help both parties make progress in the long run. 

The top management’s actions should reflect what they say every time out. You can create a culture of trust by coming up with a code of ethics that prioritizes integrity and transparency within the organization.

6. Help employees understand the vision

A strong culture will increase the engagement levels of your employees if they understand it clearly. Since the company’s culture is linked to the vision, it’s your responsibility as a leader to communicate the vision with your employees and make it a top priority.

Your employees should be able to recite the company’s vision statement and explain why the company does what it does. Employees who are attached to the company’s vision at an emotional level will be committed to work harder and show loyalty to the organization.

7. Create a team environment

Your level of success depends on the relationships you hold and how well you get along with others. The same applies to your organization. An organization that has employees who work in harmony with each other will achieve its goals and objectives easily and quickly. It’s important to have your employees work in teams regardless of their department.

In some cases, coworkers can be the only family an employee has. Therefore, creating and maintaining an environment where every employee plays an important role in the success of a team is important.

One way to create a better environment is to change the layout of your office. Will Craig, Managing Director at LeaseFetcher wanted to shake up the dynamics of his workplace for his employees. He found that when they changed the layout of their office;

"employees could more easily network with each other to solve issues when they arose, rather than relying on email exchanges. Doing so massively improved the speed and overall efficiency of how the business operated.

By training managers and supervisors to develop and improve their leadership skills, you’ll end up with effective teams that will help all employees embrace the organization’s concept.

8. Set clear expectations

Employees work in an organization with the desire to do a remarkable job. For them to achieve the desired results, they need to understand what is expected of them.

You can easily achieve this by creating clear specific goals for your employees as well as training them using the appropriate resources and tools to do their jobs. Once you’ve set clear expectations, you’ll need to communicate them to your employees. All employees need to be held accountable for achieving their objectives.

9. Pay your employees well

According to psychologists, pay and benefits are not key indicators of engagement in an organization. However, offering your employees competitive benefits and excellent working conditions will boost employee engagement levels.

You can ensure that you are paying your employees well by creating a compensation strategy and using accurate data related to your current industry. The last thing you want is losing great employees because you are not paying well.

10. Create positive interactions with supervisors

Lots of research have shown that good employees leave an organization because of their supervisor or manager. Remember, the engagement levels of your employees is determined by the supervisor or manager. It’s important to analyze and compare the performance of different departments within the organization regularly to avoid losing great employees in the long run.

Supervisors determine the levels of engagement depending on how well they are treated and how information is shared within the department. Remember, employees, are people who are dealing with real-life issues just like you. And they know when you genuinely care about them or just kidding around. Spend some time with your employees and ask how they are doing. You’ll be surprised by the responses you’ll receive.

Communicating the new culture

Once you’ve identified the crucial elements that you need to incorporate into the culture, it’s important to communicate it with your employees. Keep in mind that this process is ongoing. In short, it will never end. To keep your culture aligned daily, you’ll need to:

Use the communication channels within the organization to share information that educates employees about the key principles of the company culture

Promote engaging information that summarizes your company values in a great way. Your employees can use these values if they can easily share them with their colleagues.

Keep updating your corporate culture regularly to avoid being left behind. Remember, if your organization is not moving forward, then it is falling behind.


By focusing on creating a positive culture of open communication, appreciation, and teamwork, your employees will feel happy and proud. And they’ll work harder to produce amazing results. Excited employees will increase the revenues and profits of your organization in the long run.

Tobias Foster is a leading editor, journalist, and writer for resume writing service with more than five years’ work experience. He enjoys sharing his thoughts on marketing, business, and philosophy due to his wealth of knowledge in the area. He has mastered his craft.