The war for talent is real. But beyond attracting top performers lies a more critical challenge: fostering an environment that ignites employee engagement. 

The cost of disengagement is staggering. Gallup’s 2023 report reveals a sobering truth: disengaged employees cost the global economy a whopping $8.8 trillion in lost productivity. 

This connection between weak relationships and lost productivity isn’t lost on leading companies, evidenced by their growing interest in renowned psychotherapist Esther Perel’s expertise. The New York Times bestselling author has become a sought-after speaker at HR conferences, applying her insights from couples therapy to the realm of workplace dynamics. Her popular podcast, “How’s Work?”, offers an intimate glimpse into one-time therapy sessions with colleagues, cofounders, and colleagues.

Perel champions “relational intelligence” as a key driver of business success, echoing her famous quote: “The quality of your relationships determines the quality of life.” This concept extends beyond personal relationships, forming the bedrock of high-performing teams.

And the data confirms it. A recent survey by the Society of Human Resources Management found that strong workplace relationships are the top drivers of employee engagement. Nearly 77% of respondents cited relationships with colleagues as crucial to their engagement, and 74% felt the same about their relationship with their manager.

In short, engaged employees build strong relationships, fueling collaboration and propelling business success.

This is a clear call to action for CEOs and retail executives. Investing in employee engagement strategies and tools is not simply about fostering a positive work environment – it’s a strategic investment with a demonstrably positive impact on your brand’s bottom line.

Here, we dive into further understanding employee engagement and offer strategies for cultivating a highly engaged team at the store level.

1) What is team engagement? (Beyond the buzzword) 

The traditional view of work as simply a paycheck is fading. Today’s employees seek alignment between their personal values and their professional endeavors. This desire for a workplace that fosters a sense of purpose and belonging has intensified post-pandemic, with many re-evaluating their priorities.

Research strengthens this point – a recent Pew Research Center survey found work ranking highly (sometimes even above family) for people in developed countries when considering factors that contribute to life’s meaning. In essence, work has become a cornerstone of personal identity, and companies that fail to recognize this will struggle to attract and retain top talent.

True engagement then is about a deeper psychological commitment. This core element of employee engagement fuels an individual’s dedication to their work, team and the organization as a whole.  Strong workplace relationships and positive experiences act as the catalyst, transforming this commitment into a state of high motivation, unwavering enthusiasm and unwavering focus. Engaged employees aren’t simply present; they’re “mentally in the zone,” primed to take initiative and drive the company’s success.
 

 “It must be stressed that financial incentives alone cannot create a truly engaged workforce.   It fails to foster the psychological ownership that drives genuine motivation.”

2) An engagement strategy needs buy-in from upper management

Building a truly engaged workforce starts with a critical first step: ensuring leadership fully grasps the concept of employee engagement and its profound impact on the organization. 

Misconceptions about engagement are surprisingly common at the top, often leading to a lack of buy-in from executives. This lack of buy-in translates into missed opportunities to address disengagement and implement strategies that could unlock significant benefits. 

Here’s why leadership buy-in is crucial: 

• Resource Allocation: Without a clear understanding of engagement’s value, leaders may be hesitant to allocate resources for initiatives like employee surveys, training programs or team-building activities. 

• Strategic Alignment: Engagement directly impacts business goals. When leadership understands the connection, they can align engagement strategies with overall business objectives, maximizing the positive impact on the company. 

• Cascading Effect: Leaders set the tone for the entire organization. Their commitment to fostering engagement motivates managers and supervisors to prioritize it within their teams. 

• Sustainability: Engagement isn’t a one-time fix. It requires ongoing effort and commitment. Leadership buy-in ensures that engagement remains a strategic priority, not a passing fad. 

By prioritizing leadership education about employee engagement, organizations can break free from misconceptions and unlock the full potential of a highly motivated and productive workforce. 

It must be stressed that financial incentives alone cannot create a truly engaged workforce.  While competitive pay is important for attracting and retaining talent, it fails to foster the psychological ownership that drives genuine motivation. Remember, competitors can easily counter with higher wages, leaving you without a truly engaged team. 

3) Maximize data to maximize employee engagement

To make lasting improvements, the first crucial step is a thorough diagnosis of your current employee engagement level. That’s where Uptify and our data collection comes in. We need to diagnose before we can treat. 

We start by implementing an employee feedback loop to gather data on engagement levels: This loop operates in three phases: 

• Collect: Design a targeted survey that gathers valuable insights. Asking the right questions is key to uncovering the root causes of engagement issues. 

• Analyze: Analyze the data to identify the key drivers – the factors with the most significant impact on improving engagement. 

• Take Action: Share the findings with your employees and develop a clear action plan based on their feedback. Most importantly, demonstrate action by implementing changes based on their input. When employees see their voices are heard and acted upon, they’re more likely to continue providing valuable feedback, creating a positive feedback loop.

By prioritizing a comprehensive understanding of a company’s current engagement state, we can tailor strategies to address specific issues and cultivate a truly engaged workforce.

4) Access to the right people 

We’ve established that strong relationships are the bedrock of employee engagement. But what do these relationship dynamics look like in practice? 

• Employee to Leader: Strong employee-leader relationships ensure initiatives aren’t just planned, but executed. Engaged employees understand their role, have the resources and are aligned with the mission. 

• Employee to Employee: A foundation of trust is crucial. Employees who believe their colleagues and manager have their back collaborate seamlessly. This fosters “flow” – the collaborative magic that unlocks top performance. 

• Employee to Customer: Knowledge, attentiveness, and ownership define an engaged employee. They become brand champions, crafting special moments that drive customer loyalty and revenue. 

5) Access to the right tools: 

 Today’s engaged employees are hungry for learning and development opportunities – they crave growth. Uptify’s AI-powered app equips your in-store teams with the tools they need to stay motivated and future-proof their careers. 

Uptify’s innovative mobile app provides employees with instant access to a comprehensive suite of resources, from expert coaching sessions, mentoring, training, and professional development. This targeted approach ensures employees receive exactly what they need – and what works for them. 

By fostering a sense of investment and psychological ownership in their growth journey, Uptify empowers your employees to take charge of their success.  This translates directly to increased engagement – a more motivated and skilled workforce propelling your organization forward.