5 Key Drivers of Employee Engagement

Posted on January 29, 2016 by Ascanio Pignatelli | 1 comment

Employee Disengagement

Disengaged employees have needs that are being neglected. As soon as they begin lacking motivation and become disengaged from their daily work, their productivity plummets. Many employers then think the best solution is to increase salaries, benefits and perks. Those tactics might work for a while, but in the long run those solutions are doomed. Managers then become desperate and hire an outside consulting firm to come in and issue an employee engagement survey to the entire staff. They might then discuss various employee engagement best practices, staff retention strategies or employee recognition ideas. But employee engagement programs and workshops won’t work if 5 key drivers are missing. As a leader in your organization you want to focus on the 5 key drivers of employee engagement to ensure that your staff feel they are:

  • Connected: building relationships with others
  • Contributing: doing something meaningful
  • Free: have a sense of choice and autonomy
  • Growing: developing personally and professionally
  • Having Fun: really enjoying their time at work
Key Driver #1: Connection

E3 Solutions Connection

Companies with employees who have strong personal ties to each other have far higher employee engagement rates than those who are lacking. To connect with your employees, create greater trust and loyalty by being more authentic. Great leaders connect deeply with their employees by paying attention to what’s important to them. Carve out some time each week to grab lunch or a coffee with your key team members to get to know them personally. Finally, let them know that you and the company care for them. As their need to belong is met, they will give more of themselves.

Key Driver #2: Contribution

E3 Solutions Contribution

We all want to be doing something significant with our lives and have those efforts recognized. Studies show employees are happiest when they know they are making a difference and helping others. Often their contribution goes unnoticed. Metrics for measuring an employee’s contribution should shift from measuring their individual performance to measuring their team’s performance. To help your direct reports feel they are contributing something meaningful, share a client story that shows them the difference they’ve made in someone’s life. And don’t forget to recognize and publicly celebrate their accomplishments whenever you can.


Key Driver #3: Freedom

E3 Solutions Freedom

Employees are far more loyal and productive in workplace environments that respect their freedom and encourage their self-expression. To ensure your staff feels a sense of autonomy, remind them that everything they do is a choice. Choice is power, and when your employees believe they have a choice they will become more engaged in the process. Decentralize whatever authority you can to give your workers more decision-making power. This will empower them and make your company much more efficient.

Key Driver #4: Growth

E3 Solutions Growth

If your staff feels they are not making progress in their own personal development they will soon become disconnected and seek opportunities elsewhere. Ensure that each employee is constantly challenged so that they can grow. The greater a person’s belief in their own power to influence an outcome, the more likely they are to succeed with a new challenge.

To help your employees grow, try building confidence. For example, if an employee thinks they aren’t experienced enough to manage a project you can remind them of their unique strengths and capabilities. Or have inexperienced employees watch other colleagues with similar skills perform more advanced tasks. Seeing others with similar abilities succeed at a task will help them develop positive, “can-do” beliefs.

Recognition and positive feedback are key to helping your employees feel more competent, motivated and open to growth. Negative feedback can devastate those with low self-esteem.

Finally, optimize the environment. Create a vibrant, energetic, stress-free workplace that encourages your employees to get the food, exercise, rest and water their bodies need so they can perform at their best.


Key Driver #5: Fun

E3 Solutions Have Fun

If work isn’t fun, your employees will eventually burnout. Companies like Apple and Google have taken the lead into turning their organizations into work places that encourage freedom and fun. Making your workplace fun will raise your employees’ morale and energy and is the key to stimulating their creativity and innovation. It will also help decrease stress and turnover, as well as strengthen the relationships of all of your employees. Make your workplace a lot more fun by gathering your team together for a 30-minute brainstorming session, then voting and Implementing 3-4 fun new ideas.


The most successful leaders in the world unleash the energy and creative power of their employees not by mastering employee engagement best practices, staff retention strategies or employee recognition ideas, but by honoring those five key drivers. They know that what really motivates and engages their employees – once their basic financial needs have been met – is their desire to grow and develop as human beings, connect and collaborate with others, and contribute something to a worthy cause- all while having fun.


Ascanio Pignatelli is an employee engagement expert. He is an award winning speaker, seminar leader, coach, and author of the forthcoming book Lead from Need: Raising Employee Engagement from the Core. He is the founder of E3 Solutions, an executive coaching and leadership development group that helps executives develop the leadership and communication skills to create more engaging workplaces.

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1 Response

Alison Hamilton
Alison Hamilton

January 23, 2017

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