For a company to have a crucial competitive advantage, employees who are engaged in contributing to its success are equally crucial. Several companies that have succeeded in employee engagement put it even before customer satisfaction as well as free cash flow. However, employee engagement, as simple as the word sounds is a very complicated thing to achieve. Many companies have tried and failed. It is mainly because either they do not have a clear perspective what employee engagement is or they are using all the wrong tools.

Employee engagement is extremely vital for the companies because a company that is known in the society for having great employee engagement is going to get all the right applicants which further helps them in successful employee retention. The more engaged employee a business can gain, the better the business results.

When you have an engaged employee, you do not have to urge him/her to go an extra mile, they do it voluntarily and sometimes even without an expectation for any kind of credit. An engaged employee feels a responsibility towards the institution s/he is working for and the role they have assumed to play in the institution. On the other hand, when you spot an engaged employee it becomes the management’s responsibility to identify them, acknowledge them, appreciate their hard work, and do whatever is needed to involve them further so that they do not lose this asset. Proper communication and complete trust from both management and employee are extremely important in employee engagement. Entrusting the employee with a certain responsibility, and communicating with them and letting them know of the successful completion of the responsibility and how it has helped the company is necessary for employee engagement.

Improving employee engagement can be a tough nut to crack and sometimes also feel impossible. Many managers and organizations throw their hands up in the air out of frustration. You name it and they have tried it, timely incentives, flexible work hours, flexible work locations, allowing to use their personal device, free lunches, gym memberships and what not, yet they do not see any result. So what is going on and where are they going wrong? Maybe employee engagement needs a whole new perspective and needs to be seen in a whole new light.

In order to create successful employee engagement, a great employee experience is a must, and for that extensive research and strategy are a must.

1. Research – it is the first step towards employee engagement. Knowing what your employees need and want. Usually, employers consider a companywide attitude during the survey to assess the level of employee engagement within the company. Some of the common themes related to engagement are pride in employer, job satisfaction, satisfaction with employer, chance to perform well at testing work, recognizing and providing positive feedback for one’s commitment, individual help from one's administrator, Understanding the connection between one's activity and the company's central goal, space for future growth within the organization, efforts well beyond the base, intention to stay and work with the organization, etc. With a survey, you will be able to know what the trend of engagement is within the company.

2. Clear Definition – You need to clearly define the work culture and the experience at your organization. What is the type of employee experience you are expecting at your organization, and the type of experience that you want your employees to feel within the organization? In order to have a clear definition, you need to get the managers and leaders of your organization involved and get their feedback too.

3. Bridging the Gap – Now that you have a clear definition of work culture and employee experience, now you need to gauge it against the reality and check how far it is or how near it is to meet the expectations and take proper measures to bridge the gap and pave the path to meeting the expectations.

Further tools like feedback, recognition, and remuneration will help you achieve what you have desired for. Any employee will love to get feedback for their work and need to be sustained in their development and improvement, and long to be more beneficial. A potent employee experience can be achieved by utilizing nonstop training and input along with helpful shared criticism to help representatives. Recognizing and acknowledging the employee’s hard work is extremely important to boost employee engagement. Having a one-on-one conversation about the employee’s career future, guiding them to achieve greater goals, sending them to conferences of larger magnitude with big names involved, and organizing pro training workshops or reimbursing for it will lead to successful employee engagement. Recognition can be done in several ways, appreciating an employee with a client, saying a thank you in front of other employees, giving out bonuses, applauding in a meeting, or any other way. Recognition provides a sense of achievement in employees.

Remuneration too is equally important. It can be a huge loss to a company if a well-engaged employee resigns and they have to hire a new employee and go through it all over again. Instead of retaining the employee by being generous about the salary and bonuses is not only cost-effective but will also help the company in workforce management in the long run.

With all these points in mind, employee engagement can be well-focused on.