Did somebody mention types of employee engagement? And elements that help boost the workplace?
Did somebody mention types of employee engagement? And elements that help boost the workplace?

Wouldn't it be fantastic if your employees were motivated and enthusiastic about completing their goals, eagerly taking advantage of the chance to reach their objectives and advancing their duties without you, a people leader, having to follow up with them constantly?

If it appears as you must continually persuade your team to complete tasks, maybe there is an issue with employee engagement.

And it's evident when the employee believes in the organization's mission, purpose, and values; they demonstrate that commitment through their job and communications.

So, employee engagement can significantly influence almost every part of a company. Therefore, it can be beneficial to understand the various types of employee engagement and how they impact business outcomes.

Now, let's dig deeper into how types of employee engagement are important and what elements could help you boost them.

Table of contents:-

What is employee engagement?

You are a curious George, aren't you?
You are a curious George, aren't you?

Employee engagement is a critical element for any business’s success. It involves creating an environment where employees are enthusiastic about their job, motivated to do their best, and willing to go the extra mile.

When employees are engaged, they are more productive and have higher job satisfaction. This leads to employee engagement, lower employee turnover, better customer service, and increased loyalty to the organization.

It is a hot topic around the world for many reasons and has been proven to be a key factor in a business's success, as it affects employees' productivity, morale, and overall work satisfaction.

It also helps to create a positive corporate culture by providing a sense of purpose and belonging; employees are more likely to be engaged and motivated to do their best. A positive corporate culture can also attract and retain top talent and help create a more productive work environment.

Companies are increasingly realizing the importance of engaging with their employees and are actively looking for ways to do so.

They are also realizing the positive impact that employee engagement can have on their business and are taking steps to ensure that engaged employees are motivated.

What is the need for employee engagement?

The need is right there; some might take a while to notice.
The need right there; some might take a while to notice. 

Employee engagement is the level of commitment and energy an employee brings to their work. It is a fundamental element in creating a successful and productive workplace.

It's not only important to improve employee engagement levels for business success but also for the well-being of employees.

There are three major needs to drive employee engagement, and each need has its unique benefits and challenges, and it is important to understand them all to ensure your employees are engaged.

Cognitive engagement

Cognitive engagement is necessary for organizations to stay competitive in the ever-changing business environment. It helps to create an environment of continuous learning, which helps employees to become more knowledgeable and productive.

It encourages employees to develop their skills, which can lead to improved workplace satisfaction, better job performance, and retention.

Cognitive engagement is also important for team engagement, collaboration, and communication. By creating an environment where employees are encouraged to think critically and work together, organizations can develop an effective team culture that can lead to better performance.

Physical engagement

Physical engagement in the workplace is essential for employee engagement and employees to stay active and productive. It has been proven to reduce stress levels, improve overall health, and even increase concentration and memory.

It can come in many forms, from stretching and taking a quick walk or jog, to having an office exercise session, and it also helps to promote team bonding and collaboration.

Engaging in physical activities together encourages employees to work together and build trust. This can lead to improved communication skills and better overall performance.

Physical engagement also helps to break up the monotony of the workday and make it more enjoyable. It can also be a great way to reward employees for their hard work and dedication.

Emotional engagement

Emotional engagement in the workplace is important for many reasons. It creates a positive working environment, increases morale and productivity, and helps foster strong relationships between employees to boost employee engagement.

When employees are emotionally engaged in their work, they feel connected to the company’s vision and goals, making them more likely to have a positive attitude and higher productivity.

Emotional connection in the workplace also helps to create a sense of team spirit and camaraderie. Employees who feel connected to each other can work better together and form a strong bond that can help to increase collaboration and innovation.

This is because when employees perceive that they are valued and appreciated, they are more willing to put in extra effort to reach the company’s objectives.

3 types of employee engagement

There is always one employee who goes nuts to complete the mission.
There is always one employee who goes nuts to complete the mission. 

A comprehensive way to evaluate engagement among employees is to focus on their attitudes and performance level through the types of employee engagement.

There are 3 primary types of employee engagement that allow people leaders and managers to evaluate engagement in the workplace.

By assessing the types of employee engagement, employers can better understand the overall performance levels and engagement of their employees and take steps to ensure that each individual feels connected and engaged with their job responsibilities.

Actively disengaged employees

Actively disengaged employees are those who are unhappy at work and actively undermine the organization's efforts.

This group of employees is characterized by negative attitudes, low productivity, and a lack of engagement with their job. They can have a significant impact on the overall performance of an organization's values.

People leaders should take active steps to address the issue of actively disengaged employees. The first step is to identify the root cause of the disengagement. This could be due to any number of factors including a lack of job satisfaction, poor management, or a lack of recognition. Once the root cause is identified, the people leaders should work to address the issue.

This could include creating a more positive work environment, offering more meaningful rewards, investing in training and development opportunities, and providing better communication and feedback.

It is also important for people leaders to ensure that actively disengaged employees are not allowed to impact other employees negatively, which can be done by providing ongoing coaching and feedback and creating an open and positive work culture.

Taking action to address the issue of actively disengaged employees is essential in order to ensure that the organization is able to maintain a positive and productive environment.

Actively engaged employees

Actively engaged employees are an essential part of any successful business. They are the people who demonstrate their commitment to their work and the success of the company.

They have a positive attitude towards their job, are enthusiastic about making a positive difference, and are motivated to do their best and strive for excellence.

People leaders should take various measures to ensure their employees are actively engaged. One of the most important is to implement frequent anonymous feedback to boost employee engagement types.

This should include positive and constructive feedback and recognition for a well-done job. This encourages and motivates employees them to continue to put in their best effort.

Another measure that people leaders should take to ensure that their employees are engaged is to create a culture of open communication between themselves and the employees.

This should include regular meetings or forums where employees can discuss their ideas and concerns, which will help to create an environment where employees feel comfortable voicing their opinions and providing valuable feedback to management.

Also, providing training and development opportunities, offering flexible working arrangements, and investing in technology that will help employee engagement important types. When employees engaged in the workplace along with these measures can help boost worker engagement levels and create a more productive and take organization forward.

People leaders should take measures to ensure that their actively engaged employee is motivated. This includes providing regular feedback, creating a workplace culture of open communication, and providing employees with the resources they need to do their best work.

Not engaged employees

Not engaged employees are those who are not emotionally connected to their work or organization. They are usually apathetic and lack enthusiasm when it comes to their job duties and may not put in the same effort as their colleagues, and may not be motivated to contribute to the high turnover organizations.

People leaders should focus on identifying the root cause of employee disengagement. It could be due to a lack of appreciation or recognition, feeling unvalued or underappreciated, or feeling disconnected from the organization’s goals and mission.

Once the cause has been identified, leaders should take active steps to improve the situation.

Some measures that people leaders should take to engage their employees to include:

  • Providing regular feedback and recognition: Providing regular feedback and praise for a job well done. This helps employees feel appreciated and motivated to do their best.
  • Encouraging collaboration: Creating an environment of collaboration and teamwork. When employees feel like they are part of a team, they are more likely to be engaged in their work.
  • Creating a sense of purpose: People leaders should ensure that employees understand the importance of their work and its impact on the organization. They should also ensure that they are provided with opportunities for personal growth.
  • Listening to employees: Listening to and taking their ideas and suggestions seriously will help employees feel valued and respected, leading to higher engagement levels.

By fostering a positive and engaging work environment, people leaders can ensure that their not engaged employee is motivated and productive.

The evolution of employee engagement

A bear? In a squirrel-themed blog? But the following content will make sense, don't worry.
A bear? In a squirrel-themed blog? But the following content will make sense, don't worry. 

Early attempts at engagement included things like company picnics, employee recognition, and the provision of employee benefits.

In the late 20th century, a more scientific approach to employee engagement emerged as companies measured employee engagement levels using surveys and questionnaires. These surveys and questionnaires to engage employees, and were used to gauge overall satisfaction with their job. While this was effective to some extent, it was limited in its ability to measure true employee engagement types.

Today, organizations are taking a more comprehensive approach to employee engagement. They are using a variety of tools and strategies to measure employee engagement levels, such as pulse surveys, employee retention, employee experience platforms, and analytics tools.

By using these tools, organizations can track types of employee engagement based throughout the organization in real-time and make more informed decisions about improving employee engagement and driving productivity.

Currently, organizations are also taking a more holistic approach to employee engagement by looking at the whole employee experience, including factors such as good work-life balance, proper mental health, workplace satisfaction, work environment, and career development.

By viewing all the types of employee engagement based throughout, organizations can better identify areas of need and make changes that will drive greater performance.

What are the models of employee engagement?

Different companies may have divergent approaches to surveys and strategies, yet these three models are the most commonly used frameworks to comprehend employee engagement.

Each model has its own distinctive way of tackling employee engagement, but all of them offer something valuable to learn from. You can select the model that best fits your organization, or combine the best practices from different entities when creating your employee engagement strategy.

The Zinger Model

The Zinger Model is a dynamic framework developed to help organizations create and sustain change. It is a process-oriented approach to organizational change that focuses on developing integrated systems, processes, and structures that support the desired change.

It emphasizes the need for clear objectives, strategy development, and measurement and encourages organizations to identify and engage stakeholders, build collaboration structures, and develop effective communication strategies.

This holistic approach to organizational change combines both tactical and strategic elements and helps organizations create and sustain meaningful change.

The AON Hewitt Model

The AON Hewitt Model is a strategic planning framework that helps organizations identify and define a set of goals and objectives to better align their resources and capabilities with the organization's overall mission.

The model comprises four components: vision, strategy, capability, and performance. The vision component helps organizations to clearly articulate the desired future state of their organization, while the strategy component allows organizations to determine the best way to achieve their desired goals.

The capability component helps organizations to assess their current capabilities and identify areas for improvement, while the performance component helps organizations track their progress in meeting their desired goals.

Through the use of the AON Hewitt Model, organizations can better align their resources and capabilities to their overall mission, leading to improved organizational success.

The Deloitte Model

The Deloitte Model is a comprehensive system that encourages businesses to align their activities, resources, and investments with their strategic objectives.

It emphasizes the importance of four components: strategy, organization, people, and technology. Through this approach, organizations can strive to achieve their business goals while keeping up with their corporate responsibility.

The model also encourages to think proactively, evaluate their progress, and adjust their strategies accordingly. By focusing on these four components, companies can ensure they have the capability to reach their goals while taking into account their environmental and societal impacts.

Top elements to boost employee engagement

One who reigns within themself will rule passions.
One who reigns within themself will rule passions.

The following elements can help to build and strengthen meaningful relationships between employees and their leaders, motivating them to work harder and achieve higher levels of performance since engaged employees are more likely to lead to improved business outcomes.

A clear vision of the organization’s mission and goals

It provides employees focus with a sense of purpose, direction, and motivation. When employees understand what the organization stands for, they can align their individual goals with the organization’s mission and goals.

This, in turn, helps employees be fulfilled and engaged in their work. A clear vision also allows employees to understand how their work contributes to the company's success as a whole. It also gives them a sense of accomplishment and pride when they see their efforts contributing to the business goals.

Recognition and appreciation

Employees are motivated when they know their hard work is being acknowledged and appreciated. When employees are recognized for their efforts, it boosts morale and encourages them to continue to strive for excellence.

It also builds trust between employees and the organization, as employees feel valued and respected and then they are more likely to be an engaged workforce.

Opportunities for advancement and development

By providing employees with a path to advance in their careers and develop their skills, employees are more connected to their work and the company, meaning they are more likely to stay engaged.

Furthermore, opportunities for advancement and development create a more positive, team-oriented atmosphere in the workplace, which can foster a sense of collaboration and a willingness to help one another.

A safe and supportive work environment

When employees are valued, respected and motivated to do their best when they know their safety is taken care of and their well-being is a priority. This also encourages them to take ownership of their work, be more creative and innovative, and participate in team-building activities.

When workers feel secure in their environment, they are more likely to be more productive and have better morale and stronger relationships with colleagues, which leads to greater workplace satisfaction, mental health, a better business outcomes.

Meaningful work

When employees are empowered, they become more motivated to complete their tasks and contribute to the success of the organization. Meaningful work helps employees to gain a sense of purpose and a feeling of accomplishment, which can lead to better morale and a more positive work environment.

Employees who are engaged in meaningful work are more likely to be productive and engaged in their job, which can lead to improved performance and better customer service. It also increases teamwork and collaboration, which can help to build a stronger sense of community within the organization.

Alignment of individual goals with organizational objectives

When employees’ goals are aligned with the organization’s objectives, they have a greater sense of purpose and connection to the company they are working with, which leads to greater workplace satisfaction and motivation.

Through this alignment, employees feel more valued and empowered, as they know that their work contributes to the organization's success.

Furthermore, employees can see how their individual roles fit into the larger business strategy, which gives them a better understanding of how their work is making an impact. appreciated and motivated to perform their best. This, in turn, leads to higher employee engagement, which is essential for the success of any organization.

Open and honest communication

It can help create trust between employees and the organization, build strong team relationships, and encourage collaboration. When employees' opinions are valued and respected, they are more likely to feel motivated and engaged in their work.

Open communication also allows for more transparency about company information and changes, which can help employees understand the company's direction and feel connected to the mission.

It also allows employees to provide feedback, which can help the organization better understand their needs and adjust accordingly. This can help create a more positive work environment and increase employee satisfaction.


Employee engagement is a two-way street and requires input from both sides. Therefore, it is equally important to take the time to listen to your employees, understand their needs, ensure they feel their voice is heard, and create a supportive and collaborative atmosphere in which they can thrive.

If you are searching for a technology-based approach to gauge employee engagement, then CultureMonkey is the perfect choice for your next workplace survey.

Send your employees CultureMonkey's employee surveys on employee engagement, pulse survey score and employee life cycle to gain useful feedback to enhance your business.

CultureMonkey is devoted to helping organizations to build a great company culture, offering a convenient dashboard to give regular feedback, acknowledge successes and foster a positive work atmosphere.

Reach out to us to book a demo of how our services can benefit your company.