Our Version of Employee Engagement

Increasing your employee engagement in the workplace can be a tricky situation.

In fact, there is nothing scientific about it that we can put into equations for verification.

And that is the exact nature of employee engagement.

There isn’t one-size-fit-all golden pill in the market.

As an employer, we need to ensure that our employees are passionate about their jobs and that they come to the office everyday eager and enthusiastic to start their work.

That is easier said than done, isn’t it?

If there is just that one piece of advice that works – I would say this.

“A Happy Employee, is a Fulfilled one. A Fulfilled employee is an Engaged one.”


There will be days where even some of our most engaged employees suffer from routine blues. Sure, of course. However, we have to constantly check the pulse of the employees’ engagement level in order to keep the high level of workplace energy going.

A fulfilled employee is an engaged one.

A disengaged employee can be a destructive one.

That is because a disengaged employee can inflict significant negative effect on the overall productivity of the workplace.

Employers always have to apply management best practices to improve employee engagement in the workplace. The key is tailor-to-fit because individuals tick in their own unique ways.

To put it simply, being happy in itself is open to interpretations.

Any efforts targeted at increasing employee engagement has to be targeted at individual aspirations and motivations, which fulfilling them in the workplace drives the level of employee engagement up to stratospheric levels.

The Million Dollar Question, is “How”.

Asking for and Providing Feedback 365

Workplace democracy is key.

This can be achieved via genuine dialogue.

Employers are often the one giving feedback to employees, about their working styles, office environment, workload and others. That is sufficient as a one-way street and certainly insufficient when it comes to an organisation valuing internal communication. Engaged employees have their fingers on the pulse of the customer and the organisation. Try asking for some of your employees’ input on a certain proposal or a design concept.

You might be pleasantly surprised.


It makes them feel that their opinion matters within the company.

Clarify goals

Every engaged employee understands what they are striving for individually and what they need to look out for in an organisation.

Every employee has a distinct set of goals and responsibilities to focus or work on. Occasional confusion is common place. Clarifying goals and responsibilities is vital to organisational success via increasing employee engagement.

Happy Me believes in this.

We believe that being human, employees do feel mentally wiped out from time to time when trying to achieve the goal that they were assigned to. It is in times like this that support from the top or from external sources such as workplace coaching that would be instrumental for a strong psychology bounce back.

Positive psychology is everything.

Or at least, 80% of everything.

There are many reasons for the feeling of inadequacy even for the very engaged workplace population. It could stem from a project delay which has never happened before in their career lifetime that has caused a dent in their self-confidence.

That is just to name one.

And this negative spiral has to be arrested before confidence starts eroding, impacting the rest of the tasks they are handling.

An in-tuned leader is one who is there to help their employees setting goals and assist them when problems arise. Leaders in organisations aren’t omnipresent and they are not always available for career guidance.

Happy Me understands that.

That’s why we are here.

In today’s world where playing defence is a losing proposition, there are many people attempting to make big strides advancing their career as far as possible through education, workshops and coaching sources.

If you are looking for a one-stop turnkey solution to workplace employee engagement, Happy Me is here for you.

Mentor your employees

Be a mentor.

Because it supports employee engagement.

There are some managers who are unaware of their employees’ need for support risk creating a Death Valley in the workplace. Yes, there is a price to pay for being too busy.

Mentorship and professional coaching go hand-in-hand when it comes to creating a workplace environment geared towards achieving goals via employee engagement.

While mentorship from within the organisation provides guidance on navigating the internal environment, professional coaching allows for exposure to best practices from the industry.

A Little Gratitude Goes a Long Way

“Thank You.”

That 2 words can be immensely powerful.

It shows deep appreciation of their effort and hard work that they have put into in making your company more profitable. While it is a simple gesture, we tend to overlook.

Engaged employees, like the others, wants to feel appreciated.

However, this does not happen enough in many workplaces. Showing simple forms of appreciation can really go a long way in motivating employees to work harder and be more productive.

Maybe a little reward or a treat or two?

A reward point system for achieving internal or individual goals could be that little tweak required in the workplace.

Who wouldn’t appreciate a reward that they have always wanted?

In Summary

Happiness through fulfilment drives engagement in the Workplace.

Happy Me understands that.

And you might be surprised how simple that idea could be.



Boilerplate Statement – What Happy Me Stands For

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