Most organizations and businesses have no idea who their most expensive employee is. They believe, usually mistakenly, that their most expensive employee is the person they pay the most. That’s seldom even close to true.

Their most expensive employee is not the highest paid; it is the least engaged. Disengaged people do the bare minimum, often just enough to prevent themselves from being fired. What they do accomplish, they don’t do very well. In most every circumstance, they just squeak by.

But disengaged employees are not the least engaged. The least engaged employee comes from a pool of employees known as actively disengaged. These employees not only do very little effective work, they actively try to decrease the engagement level of their colleagues. Their attitudes suck the life out of an organization. An actively disengaged employee is by far an organization’s most expensive employee.

The reality is that if an organization or business has one actively disengaged employee, they almost certainly have more. That’s why the most effective Authentic Leaders work to keep all employees actively engaged in the organization.

Increasing employee engagement is key to boosting productivity, satisfaction, and retention. Here’s your step-by-step guide to improving employee engagement effectively.

🎯 1. Foster a Culture of Purpose and Meaning

Communicate the “Why” – Help employees understand how their work contributes to the company’s goals and mission. People don’t just want to know this information; they need to know it. This is the key that unlocks the door to meaningful engagement.

Connect Individual Goals to Company Vision – Align employees’ tasks with organizational objectives so they know exactly why and how their work matters.

🗣️ 2. Encourage Open Communication

Promote Communication Loops – Create channels where employees can share their ideas and concerns.

Act on Feedback – Show employees that their input is valued by implementing suggestions or explaining why certain changes can’t be made.

👏 3. Recognize and Reward Achievements

Public Acknowledgment – Celebrate individual and team successes in meetings, emails, or newsletters.

Monetary and Non-Monetary Rewards – Offer bonuses, promotions, or extra time off to recognize exceptional performance.

📚 4. Provide Opportunities for Growth and Development

Offer Training Programs – Upskill employees through workshops, courses, and mentorship. Encourage and reward people who participate.

Encourage Career Progression – Help employees map out a career path within the organization to keep them motivated. This is another key to engagement; people need to know what their future with the organization could look like.

🔄 5. Empower Employees with Autonomy

Trust Employees to Make Decisions – Give them control over how they approach tasks.

Flexible Work Options – Offer remote work, hybrid models, and flexible schedules to enhance work-life balance.

🤝 6. Build Strong Relationships and Team Bonds

Team-Building Activities – Encourage collaboration through regular team events and icebreakers.

Mentoring and Buddy Programs – Pair employees with mentors to facilitate learning and connection.

📊 7. Measure and Analyze Engagement Regularly

Conduct Surveys and Pulse Checks – Use tools to gather insights on employee satisfaction. A once-a-year survey absolutely does not get it done.

Track Key Engagement Metrics – Look at retention rates, absenteeism, and productivity levels to assess changes.

🔥 8. Lead by Example

Demonstrate Engaged Behavior – Leaders should embody the values, attitudes, and commitment they want to see in their teams.

Show Empathy and Support – Build trust by being approachable and understanding.

Building and keeping an engaging environment is critical to the long-term success of any business or organization. Authentic Leaders invest a significant amount of time and effort to make certain their team members know they matter. They go beyond merely telling them that they matter; they show them.

Don’t leave employee engagement to chance. Use this guide to increase the chances that your most expensive employee really is the one you pay the most and not the one who is least engaged.