Not long ago (Post-COVID if that is how we tell time now), I was sitting in my car outside the post office and heard a woman say, "It was terrible. If you could even find someone to help you, they turned out to be rude. I will never buy anything from them again, nor will anyone I know."

Your customer's first experience with your company is just like any first impression, and it's a sink or swim kind of deal. Overworked, bored, angry, and indifferent employees will convey that attitude toward the public on and off the job.

If they believe you don't care about them, they will not care about you either. And since their words and actions can damage your reputation, not getting your employees engaged in the company is a costly mistake.

If you don’t factor employee engagement into your success ratio, you’ll severely limit your growth potential. And while engaged employees are great to have on the front lines, their contribution to the company doesn’t end there.

They are dedicated to producing quality work, your cheerleaders, and your potential future leaders.

Engaged Employees Are On Your Side

Can you imagine hearing one of your employees tell a customer that your products or services are overpriced and not worth the money? Instead, they should go to company X, where their money will be well spent.

That is exactly what unhappy employees do when they don't have a vested interest in the company. Employee engagement offers so many benefits it would be difficult to list them all.

The benefits of employee engagement come in layers. The primary benefit is at the top, with each direct benefit's positive effects nestled underneath.

top 3 reasons to have happy and engaged employees

  1. to improve quality & quantity of work produced – When employees are engaged, they strive to do better and will put more effort into their work. they also feel they are part of something big and are eager to share their thoughts and ideas.

  2.  to ensure their committment to the company - when you give employees reasons to stay, you ensure their committment to the company. according to a gallup poll, organizations with engaged workers have up to 59% lower employee turnover and retain better talent.

  3.  To have better employee relations – leaders have the opportunity to create the company culture and build positive relationships between themselves and the overall team. Employees are more likely to make long-term committments to the organization by providing a flexible and professional development opportunity in a respectful environment.

    for these efforts to pay off, you also need to open (or keep open) the communication lines between the leaders and the team. many companies successfully implement conflict resoluton procedures that quickly and fairly resolve office disputes.

    happy, engaged employees who trust the people they work with and are committed to the company's success can positively impact your public reputation and talent pool.

    if the outside world knows that your company succeds because it treats its employees well, new clients and talent will wait in line to get in the door.


Fun at work

Developing and Nurturing Employee Engagement

The employee, performance development model demonstrates 4 types of employee performance levels. Management can focus on these areas to consistently develop employee skills and maintain a culture of mutual trust.

4 areas of focus

  1. basicAt the most basic level,managers must make sure employees know what is expected of them and that they have the right tools to meet those expectations.

  2. individualalso known as foundational. Here the employee learns their specific role in the company, how to perform their job, and their place within the company culture.

  3. teamworkan essential component of employee engagement. Getting to know each team member allows you to identify and address the specific needs of each member. It also affords you the advantage of learning their personality types which will help you better match teammates for projects.

  4. growth -The last level is the growth level of the pyramid and is an employee’s personal journey within the company system. People want purpose and meaning from their work, and they want to be known for the thing that makes them stand out above others, their uniqueness.

    They also want managers who support their journey as well as one who can coach them to the next level.

When you understand what motivates and drives your team, you can provide meaningful feedback and the necessary tools for development. Knowing what drives employee engagement and how to make use of that information is essential to successful implementation.

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Your organization today is forced to do more with less, so your employees need the tools to become a productive, more capable contributor. That means you need an effective training and development solutions that provides real, transferable skills.

5 key factors of employee engagement

  1. purpose 

  2. development 

  3. a caring manager 

  4. ongoing conversations 

  5. strength-based focus 

Building a culture of employee engagement is not always easy. An open dialogue that helps identify potential pitfalls before they happen, along with taking the necessary action to correct them, gives employees faith that you care.

There are numerous team-building activities and ice breakers to try, and a quick online search can point you in the right direction. And if your team is remote and meets virtually, there is a wide selection of online resources for virtual teams.

Oh, and Extra Benefits!

And here are a few more little tidbits about employee engagement:

  • Engaged employees have fewer safety accidents
  • They have better mental and physical well-being
  • They have fewer sick days because they are happier and healthier
  • They have a positive effect on the workplace culture and organization

Smiling, happy employees are the best kind to have to work for you. They are often the first contact a customer has with your company and can greatly influence your brand reputation.

Employee engagement should be a central part of your strategy. One that continues well past the onboarding. Aspects of engagement should be incorporated into all aspects of the employee experience.


When you partner with Ulliance, our Life Advisor Consultants are always just a phone call away to teach ways to enhance your work/life balance and increase your happiness. The Ulliance Life Advisor Employee Assistance Program can help employees and employers come closer to a state of total well-being.

Investing in the right EAP or Wellness Program to support your employees will help them and help you.  Visit or call 866-648-8326.

The Ulliance Employee Assistance Program can address the
following issues:

• Stress about work or job performance
• Crisis in the workplace
• Conflict resolution at work or in one’s personal life
• Marital or relationship problems
• Child or elder care concerns
• Financial worries
• Mental health problems
• Alcohol/substance abuse
• Grief
• Interpersonal conflicts


Bell, A. (2022). 23 Reasons Why Employee Engagement is Important in 2022. Retrieved from Snacknation:

Johnson, A.  (2022, June 14). 4 Reasons Why Employee Engagement Should Be Your Top Priority. Retrieved from CCLAX:

Team, I.E.,(2021, April 1). 10 Reasons Why Employee Engagement is Important. Retrieved from Indeed:,positivity%20and%20pride%20to%20work%20for%20the%20company.