Engagement And Adoption In A Large Organization

People that take care of themselves, take care of the organization.

They have an intrinsic desire to nurture and invest in their lives so they can give more to the organization they love. This effort then leads to a cascade of success throughout the organization because employees grow stronger in their roles and are happier because they are more satisfied with their jobs.

Engagement is a mindset!

Even if you are in the best relationship with your organization, you need to make it work. Engagement is not something you achieve, it is work culture and a choice. With the right motivation, you can have a positive impact on your organization and make your world better.

In this article, we look at how to get more employees to be engaged.

Make your world better with KanBo!


What is meant by employee engagement?

Employee engagement is the extent to which employees are mentally and emotionally invested in the organization and its success. Engaged employees are enthusiastic about their work and the company instead of running after the next big thing. While the concept of engagement is often used interchangeably with employee satisfaction, they are not synonymous with each other. Employee engagement goes beyond mere satisfaction and forms a deep connection which leads employees to care about the organization. This caring factor results in a discretionary effort that allows employees to give their all to the organization without being directed to do so.

What is employee engagement and why is it important?

Today, employees are looking for meaningful work that is more than just a 9 to 5 daily grind. Such employees seek true engagement that allows them to be highly involved in the organization and its goals. Engagement allows employees to treat work as something that they love doing instead of something that they’re paid to do. Here are some reasons why employee engagement is important:

  • Increased employee engagement boosts productivity.
  • Engaged employees work better to improve customer satisfaction.
  • Engagement increases employee retention and dedication.
  • Engagement forms a culture of growth and positivity
  • Engagement makes employees feel valued.

How do you build employee engagement?

Here are some useful tips to help you build a culture of employee engagement:

Pay Attention to Onboarding and Training

Confused and frustrated employees who are not aware of their responsibilities can never be engaged in the work that they do. The best solution is to start early and make the onboarding process as seamless as possible so employees become engaged from the get-go.

Communicate Company Goals

Involve your employees in the goal-setting process and make them part of the discussion. This makes employees feel more responsible for these goals and the success of the company.

Acknowledge Employees’ Work

While engaged employees do not work for praise or promotions, it can be demotivating to work tirelessly and get no acknowledgment in return. Employers need to convey their respect for the work employees are doing by treating them as equals and showing them that they care.

Empower your Employees

Beyond the salary, benefits, and work, many employees seek another important thing – growth. It is essential for you to encourage skill development and growth in employees so they don’t feel like they are stagnating.

Trust Your Employees

you must have hired employees because you believed in their skills and showing that through your actions is important. Micromanaging employees can make them feel suffocated and limited in their abilities. Give your employees the trust and freedom to practice their creativity to drive engagement.

What is the role of managers in employee engagement?

Managers have a huge impact on the way employees work and perceive their jobs. Many believe that engagement is primarily a management issue. This is because most employees only have direct contact with their manager who has a great influence on their everyday lives. Ineffective management can make day to day tasks unbearable for many people leading to a low engagement rate,

Good managers on the other hand can have the entirely opposite effect. By forming a close relationship with the team, acknowledging their work, and letting them practice their individuality, managers can unlock the true potential of engaged employees.

Here are the top three characteristics of managers that drive engagement:

1. Provide Growth and Development

2. Recognize and Appreciate

3. Proper Communication and Regular & Constructive Feedback

Does employee engagement really drive productivity?

Productivity is a prerequisite for success and organizations are always looking for ways to increase it. However, many companies fail to focus on employee engagement as a way to drive productivity. Disengaged employees that believe their job to be a chore are often found to cut corners and perform with less enthusiasm. This leads to reduced productivity in the workplace that negatively affects the overall business. According to Gallup, more engaged teams are 21% more productive than ones with a low engagement rate. When employees care about the work they are doing, they are more likely to meet deadlines faster, perform high-quality work, and meet goals more effectively. Hence, employee engagement is an important factor when it comes to the productivity of the organization.

How employee engagement can help in organization performance?

Employee engagement is not only essential to drive growth and boost performance at an individual scale but it also adds to the overall organizational performance. When each employee becomes engaged with the work they are doing, they form a culture of growth that has far-reaching impacts. More dedicated employees go above and beyond to work harder towards their goals and hence contribute more to the overarching goals of the organization. This level of engagement helps organizations stay afloat in volatile situations and enjoy an edge over their competition.

How do you implement employee engagement in the workplace using KanBo?

KanBo helps build an intuitive, responsive, and adaptive work environment that promotes engagement and adoption in the workplace. Here are some useful features of KanBo that drive employee engagement:

Drag, Drop, Move and Collapse all elements in KanBo

KanBo models physical experiences in the digital realm with user-friendly drag, drop, move and collapse functionality for all elements including cards, responsibilities, notes, and more, Through this, KanBo seeks to emulate your natural interactions so work seems more fluid and enjoyable.

Detail Levels in Notifications

KanBo gives you free rein over your notifications, letting you decide what type of notifications you want and what frequency. With KanBo’s noise levels, you can set your own notification preferences for different contexts including cardslistsboardsusers, or board collections. This helps you stay engaged with work that truly matters without getting slowed down by unnecessary details.

Board Chat

When you’re in a KanBo board and wish to discuss something related to its overall purpose, the board chat comes to the rescue. Board chat enables dynamic discourse through like functionality and the capability to mention others.

Measure how people use KanBo

KanBo measures the level of user engagement and adoption through intuitive dashboards and metrics. Understanding how users interact with KanBo reveals how it is benefitting your work environment and helps you keep track of the ROI.


The employees of today want more than a job that pays well, they want meaningful work that fulfills them and provides personal growth opportunities. Real engagement is not only about job satisfaction and happiness but it includes how much employees care about your organization. This level of engagement can only be achieved through a sustained effort from the top of the organization. C-level executives and managers need to encourage an environment that fosters growth, involvement, engagement, and adoption.

Do you have questions?

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