Building Engagement: How Companies Can Foster Commitment and Productivity

• The Subtle Barriers to Genuine Engagement
  1. Recognition Isn’t Just a Nice-to-Have
  2. The Fog of Unclear Goals
  3. The Monotony Trap
  4. Traditional Rewards Don’t Always Work
• Strategies That Transform Engagement
  • Make Recognition Personal and Meaningful
  • Turn Tasks into Games
  • Use Technology to Build Connections
  • Invest in Growth, Not Just Results
• Engagement Approaches: What Works and What Doesn’t
• A Practical Checklist for Action
• Why Employee Engagement Matters

Have you ever worked in a place where you felt truly valued—where your contributions were recognized, and your efforts had a clear purpose? For most of us, that experience is rare. In fact, Gallup’s research shows that only 23% of employees globally feel engaged at work. This lack of connection costs companies billions every year, but more importantly, it holds back creativity, innovation, and potential.

What makes employee engagement so elusive? Recognition, clear goals, and meaningful opportunities for growth are often missing from the equation. Yet, when these factors are present, the rewards are undeniable. Engaged employees are 23% more profitable, 21% more productive, and contribute to a 41% reduction in turnover. The question isn’t whether businesses should prioritize engagement—it’s how to do it effectively.

The Subtle Barriers to Genuine Engagement

1. Recognition Isn’t Just a Nice-to-Have

Many leaders think recognition programs are optional—a “bonus” for when there’s extra time or budget. But research from Deloitte reveals that 79% of employees see recognition as a critical driver of motivation. Unfortunately, only 30% of managers make it a priority.

Without regular acknowledgment, employees can feel invisible, which chips away at their connection to their work and their teams.

2. The Fog of Unclear Goals

Imagine running a race without knowing where the finish line is. That’s how it feels to work in an environment with ambiguous objectives. McKinsey found that employees who understand how their role contributes to company goals are more than three times as likely to feel engaged. Yet over half of workers report that they lack clarity about their contribution to the bigger picture.

3. The Monotony Trap

Routine work without challenges or variety can make even the most diligent employees feel stuck. According to the World Economic Forum, 56% of workers expect their employers to offer skill development opportunities to help them grow and avoid burnout. When these opportunities are absent, engagement inevitably suffers.

4. Traditional Rewards Don’t Always Work

While financial bonuses have their place, they don’t resonate with everyone. Only 29% of employees prefer traditional incentives. The majority value non-monetary rewards such as recognition, personal development, and workplace flexibility.

Strategies That Transform Engagement

Make Recognition Personal and Meaningful

Recognition shouldn’t be generic. It needs to feel personal, timely, and tied to specific achievements. Peer-to-peer recognition programs, where employees can acknowledge each other’s contributions, create a culture of appreciation.

Case in Point: Maersk
The Danish logistics giant launched a monthly recognition program celebrating individual and team contributions.

What Happened:

• Turnover dropped by 15%.
• Engagement levels rose by 10%.

Turn Tasks into Games

Gamification brings a sense of fun and accomplishment to the workplace. Spotify adopted a gamified approach, where employees earn points for achieving targets. These points can be exchanged for perks, fostering both competition and camaraderie.

What Happened:

• Productivity increased by 20%.
• Task completion times improved by 15%.

As Karin Björk from Spotify puts it:
“When work becomes enjoyable, employees don’t just hit their targets—they exceed them.”

Use Technology to Build Connections

Modern tools can take recognition and motivation to the next level by automating and personalizing them.

Spotlight: AlbiCoins
AlbiCoins is a digital platform that allows employees to reward one another with virtual “coins” for outstanding work. It turns recognition into an engaging, transparent process that builds trust across teams.

What Happened:

• Turnover decreased by 18%.
• Engagement levels increased by 25%.
• Internal mobility improved by 12%, as employees felt more valued and encouraged to grow.

Invest in Growth, Not Just Results

Employees who feel stagnant won’t stay engaged for long. Providing opportunities for learning and development not only enhances skills but also shows employees that their future matters to the company.

Case in Point: IKEA
In Scandinavia, IKEA implemented career development programs for employees at all levels. These initiatives didn’t just improve skills—they also strengthened employee loyalty.

Engagement Approaches: What Works and What Doesn’t

A Practical Checklist for Action

1. Assess the Current State
   • Survey employees to understand their engagement drivers.
   • Measure key metrics like turnover, productivity, and satisfaction.
2. Build Recognition into Everyday Work
   • Use tools like AlbiCoins to automate recognition.
   • Encourage peer-to-peer recognition for stronger team bonds.
3. Incorporate Fun into Tasks
   • Add gamification elements like points and rewards for completing goals.
4. Provide Clear Goals and Feedback
   • Ensure every employee knows how their work contributes to the company’s success.
5. Create Development Pathways
   • Offer training and growth opportunities to keep employees engaged and future-ready.
6. Monitor and Adjust
   • Regularly evaluate the effectiveness of engagement strategies and iterate based on feedback.

Why Employee Engagement Matters

Engaged employees don’t just work harder—they care more. They innovate, collaborate, and go the extra mile. Tools like AlbiCoins can amplify these efforts, but true engagement is about culture: making employees feel seen, valued, and supported.

Investing in engagement isn’t just good for employees—it’s essential for long-term business success. By recognizing contributions, providing growth opportunities, and using technology wisely, companies can unlock the potential within their teams and create workplaces that thrive.

References:

1. Kahn, W. A. (1990). “Psychological Conditions of Personal Engagement and Disengagement at Work.” Academy of Management Journal, 33(4), 692–724
2. Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). “Business-Unit-Level Relationship Between Employee Satisfaction, Employee Engagement, and Business Outcomes: A Meta-Analysis.” Journal of Applied Psychology, 87(2), 268–279
3. Saks, A. M. (2006). “Antecedents and Consequences of Employee Engagement.” Journal of Managerial Psychology, 21(7), 600–619
4. Bakker, A. B., & Demerouti, E. (2007). “The Job Demands-Resources Model: State of the Art.” Journal of Managerial Psychology, 22(3), 309–328
5. Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). “The Measurement of Work Engagement With a Short Questionnaire: A Cross-National Study.” Educational and Psychological Measurement, 66(4), 701–716