What I Learned About Employee Engagement and Involvement That Transformed My Team

I have always wondered, why despite investing in various initiatives to boost morale and retention, organizations still face problems. Some of the problems that do cross my mind are high turnover, disengaged employees, and a significant performance gap. With much thinking, I could think of only one culprit, which is- a lack of distinction between employee engagement and involvement.

I was initially skeptical that there was no logical reason to believe in it. They both are different concepts and play different roles. However, give it a thorough thought for once, and it will make sense. There is a connection between them that plays a pivotal role in creating a motivated and productive workforce. And understanding that minute intricacy helped me transform my team in a positive manner.

But how did I do it? I will discuss them in brief but let us first understand what engagement and involvement all is about.

Understanding Employee Engagement and Involvement

It is essential to have a fair idea about what engagement and involvement is in the workplace. Let us understand with a simple yet effective explanation.

What is Employee Engagement?

In my years and work around employee engagement, I can state it as an emotional connection and commitment employees have towards their work. When employees feel engaged, they are invested in the company’s mission, values, and objectives, and they go the extra mile to contribute. This drives higher levels of productivity, creativity, and job satisfaction.

But what does data have to say about the actual picture of engagement? As per Gallup data, 31% of employees feel engaged in the workplace, showing that the numbers are still low. This also highlights that there is a tremendous opportunity to improve the entire scenario of employee engagement.

What is Employee Involvement?

On the other hand, when I talk about employee involvement, it is the degree to which employees actively participate in decision-making and contribute to the company’s operations.

The main agenda is to give employees their fair share of voice in shaping policies, processes, and goals. This makes them feel more invested in the outcomes. You know a great thing about involvement? It creates a collaborative environment where employees contribute their ideas and expertise. Thus, leading to increased ownership and accountability.

However, organizations need to fill a big gap in terms of involvement. I am not saying that, but statistics reveal a significant discrepancy. For example, a Gallup data has highlighted that only 28% of employees in the US agree that their opinions count in the workplace.

That’s a worrying situation that must be addressed in every way possible for an efficient and productive workforce.

Difference Between Employee Engagement and Involvement

While employee engagement and involvement are closely related, they focus on different aspects of the employee experience. Understanding the distinction between the two is essential for organizations that want to foster both emotional commitment and active participation from their teams.

Here’s a quick comparison of employee engagement and involvement:

This table highlights the core differences and can guide organizations in determining where to focus their efforts to enhance both engagement and involvement.

The Relationship Between Employee Engagement and Employee Involvement

Is there any relationship between employee engagement and employee involvement? If you ask me this question, then, yes there is. They are closely connected but are not interchangeable. Keep in mind that while involvement can contribute to higher engagement, it doesn’t guarantee it.

Engagement is about the emotional connection employees have with their work and organization.

On the other hand, involvement is about their active participation in shaping decisions and processes.

In other words, employees can feel engaged without being involved in every decision, but their sense of involvement often enhances that emotional commitment. A well-balanced approach where both engagement and involvement are nurtured can lead to a more motivated, loyal, and high-performing workforce.

How Involvement Drives Engagement

Being involved in decision-making or problem-solving empowers employees and fosters a sense of ownership. This shows that their voices are heard and their contributions count. Thus, impacting their emotional connection to the organization in a positive manner. In the long run, it strengthens their engagement and commitment to the company’s goals.

For example, imagine a company that launches a new initiative where employees are encouraged to contribute ideas for improving workplace processes. By inviting employees to participate in brainstorming sessions, listening to their feedback, and acting on their suggestions, the company not only empowers them but also creates a culture of trust and respect. As a result, employees feel more connected to the company and are motivated to contribute beyond their job descriptions, leading to higher engagement levels.

Can Engagement Exist Without Involvement?

Yes, engagement can exist without involvement, but it often comes with limitations. Employees can feel passionate and connected to their work—engaged with the company’s mission—without actively participating in decision-making. This might happen in organizations where employees feel motivated by their tasks, have a sense of purpose, or are deeply aligned with the company’s values but have little input in operational decisions.

However, the drawback is that, while employees may be highly engaged in their individual roles, they could lack a sense of ownership in the company’s broader direction.

Without involvement, engagement may not translate into long-term loyalty or innovative contributions. Employees might feel disconnected from the company’s strategic goals, leading to disengagement over time, especially if they perceive a lack of recognition or an absence of opportunities to influence change. Therefore, while engagement without involvement can occur, it’s not always sustainable in the long run.

Strategies to Enhance Both Engagement and Involvement

Focusing on improving both engagement and involvement can be daunting. However, with the right strategies you can enhance both. Here are a few thing that you can try out in your organization.

Leadership's Role

In my experience, leaders play a crucial role in driving both engagement and involvement. As a leader, you must be transparent, empathetic, and keep a clear vision that sets the tone of the organization.

One thing that I have often observed is that having open communication is the key. Leaders who actively listen, provide regular feedback, and make employees feel valued are likely to foster a good culture.

In such a culture employees are emotionally invested and empowered. In addition, when leaders involve employees in decision-making it boosts their sense of ownership. Thus, encouraging them to contribute more actively and feel connected to the company’s success.

Read more: Top 15 Essential Leadership Qualities to Thrive in Today’s Workplace (with Tips)

Providing Opportunities for Growth and Development

As an employee myself, I have always looked for opportunities that will boost my growth. Investing in employee training, mentorship, and clear career development pathways fuels both engagement and involvement. When employees see that the organization is committed towards an employee’s personal and professional development, they feel connected to their work. This motivates them to give their best and contribute to the organization’s success.

On a personal level, I would like the organization to offer me skill-building opportunities, leadership training, or cross-functional projects. You can do the same as it enhances the employees’ abilities and increases their sense of involvement by allowing them to take on new challenges and responsibilities.

Recommended Resource: Your Ultimate Guide to Employee Development!

Recognizing and Rewarding Contributions

Now this is the one that I look forward to the most. I remember, when our team achieved a certain milestone of acquiring around 2 million organic traffic for the website. We were instantly awarded redeemable points through our Recognition and Rewards platform.

It created a sense of accomplishment, and I was ecstatic about what I contributed towards. This made me focus more on my work and deliver the responsibilities.

(Source: Vantage Rewards)

It was just a simple reward but the impact it had was lasting. Our team worked even more after receiving the award and got down to becoming more creative. This gesture created a culture of appreciation, and we knew that any good work would be awarded. In the long run, it boosted our morale, kept us engaged, and motivated us to continue contributing and taking ownership of our work (involvement).

Encouraging Collaborative Problem-Solving

Encouraging employees to collaborate on problem-solving initiatives can boost both engagement and involvement. As a manager myself, I tend to pose questions that will help the team to collaborate and come up with different solutions. This makes them involved in the problem itself and allows them to think out of the box. It also drives their engagement levels and enables good problem-solving skills. Such collaborative efforts improve team cohesion and taps into their collective knowledge. This fosters a culture where both engagement and involvement are integral to the company’s ongoing growth.

Empowering Employees with Autonomy and Responsibility

Giving employees the autonomy to make decisions within their roles not only boosts their sense of involvement but also drives higher engagement. When employees are trusted to take ownership of their tasks, they feel more responsible for the outcome, which leads to increased motivation and satisfaction.

Empowering employees to make choices and take initiative fosters a culture where engagement flourishes naturally, and involvement becomes a continuous part of how the organization operates. By striking the right balance between autonomy and accountability, leaders can create a workforce that is both highly engaged and actively involved.

Conclusion!

Employee engagement and involvement will always be an integral part of your work culture. The bottom-line is to hardwire them within the organization and understand the intricacies associated with both these concepts. Once you get a good knowledge of how both work with the support of each other you will enhance your workplace and enjoy the fruits of positivity and productivity.

Mrinmoy Rabha is a content writer and digital marketer at Vantage Circle. He has worked in the human resources environment and has elevated recognition and rewards through his insightful and detailed writing. He aims to enhance the practice of Recognition in the workplace with new ideas and innovation that will help shape the work culture. For any related queries, contact editor@vantagecircle.com