Consult Recruitment NZ > Business  > Keeping Employees Engaged Part 2

Keeping Employees Engaged Part 2

Keep your employees engaged. Easier said than done right?

By now we have realised that keeping staff happy, engaged and motivated in turns delivers more productivity.

That’s great and all, but how exactly do you keep them engaged? In my previous blog, Keeping Employees Engaged Part 1, I discussed why it’s so important to understand the needs, desires, and aspirations of those working for you.

Today, I’m going to give you some points on how to achieve that so that in turn you can see a positive influence in your business.


Feedback shouldn’t just be an annual performance appraisal type of activity, it’s an ongoing process that helps employees (and managers!) to see how individual teams and the actual business as a whole is working and what their strategic goals are.

Over and over again, studies have (accurately) demonstrated that employees want to be recognised for their success and great performance. It can be as quick and simple as a thank you note or just mentioning it in a team meeting. Praise is a great (and totally free) way of making your employees feel good and want to maintain high performance.

And this doesn’t just come down to the boss! Where possible, managers, peers, customers – get feedback on every level in your company. Positivity breeds positivity and you catch more flies with honey than you do vinegar.


Someone excelling at their job? Give them a reward, incentive or small bonus! This will encourage the rest to aim high. Don’t just willy-nilly give out bonuses for no reason as this will reduce the perceived value and the bonus or reward becomes an expectation (and not the reward that it is)

There should be a clear differentiation between the high performers and the low performers. This will be a motivating factor for low performers to get into gear and fall into line to gain that recognition. Make sure that when awarding high performers you make announcements, pin up notices, send out an email, congratulate the employee personally. Great performances should be recognised and they encourage others to give their best.


Every now and then, surprise a deserving employee or your team. Did somebody put in extra hours to get that project over the line? Give them something like a dinner voucher or an adventure activity. Did a team within the business come out as a top performer? How about a day out of the office at a fun team building exercise.

These surprises could go to anyone deserving and is a fantastic motivational tool, not necessarily just for top performers.

Showing gratitude is a great way of motivating your employees. Again, this does not have to break the ‘treat bank’, just small recognitions throughout the year would be a great way to show staff you care.


Are you communicating properly with your team? Are you keeping them informed on major developments within the business?

Nothing makes employees more nervous than secrecy, which gives way to rumours. This leads people to feel as if they are being kept in the dark.

Where possible get your employees to contribute and participate in discussions and decisions about the business, how their divisions run and consider their suggestions on how to improve processes and procedures.

Surveys are a great way to measure how your employees feel about the business, their team, the culture and also their role within the business.

Have you implemented exciting or innovative ways of keeping your employees engaged? Comment below and tell us how that worked out for you.  

About the author

Angela Cameron - CA, CPA

Executive Director

A chartered accountant by qualification, she is a recruitment leader by nature.

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