The Benefits of Employee Engagement

The Benefits of Employee Engagement

Employee engagement stands out as a crucial component of the competitive business landscape, playing an integral role in the success of any organisation. A workforce that engages and motivates itself is more prone to achieving elevated levels of productivity, innovation, and customer satisfaction. This article delves into the benefits of employee engagement for both individual employees and the company as a whole, along with effective strategies to enhance employee engagement within organisations.

Employee engagement is defined as the extent to which employees participate in, feel enthusiastic about, and are committed to their work. When employees are engaged, they become a key part of the company, emotionally vested in its success, and actively contribute their skills and talents to achieve the organisation’s objectives.

For the Individual employee

Engaged employees derive a deep sense of purpose and contentment from their work, resulting in overall job satisfaction. When employees possess a passion for their roles and sense that their contributions are esteemed, they are more prone to experiencing a sense of accomplishment and fulfilment. This emotional bond with their work translates into a deeper sense of commitment to their responsibilities and tasks.

Increased job satisfaction in engaged employees has a powerful influence on the organisation’s performance. Engaged employees are more inclined to perform at their finest, thereby leading to enhanced productivity. They take pride in their work, which yields superior output quality. This enthusiasm positively affects team dynamics, nurturing a collaborative and supportive work social environment.

Higher job satisfaction also contributes to higher level of attention, as well as reduced turnover rates. Engaged employees are less likely to seek alternative employment avenues, as they are invested in their current positions. Reduced turnover rates translate into cost savings for the organisation, minimising the expenses tied with recruitment, orientation, and training.

Employee engagement not only impacts job satisfaction, but also significantly influences the mental and physical welfare of employees. Engaged employees experience heightened levels of positive emotions towards their work. These emotions function as buffers against stress and anxiety, going hand in hand with improved mental health.

The benefits of engaged employees and mental health can be accredited to the gratification they draw from their work. When individuals feel that their endeavours have contributed towards consequential outcomes, they feel a sense of purpose; which fosters a positive outlook on challenges related to work.

Employees feeling engaged tend to adopt healthier lifestyle habits, as they are more inclined to strike a harmonious work-life balance. When individuals display passion for their jobs, they are more motivated to work hard during working hours, enabling them to pull back from thinking about work during personal time.

The correlation between employee engagement and physical health is further underscored by lowering burnout levels within the workforce. Burnout, frequently linked to excessive job demands, can precipitate physical health issues like fatigue, headaches, and even compromised immune function. In contrast, engaged employees exhibit resilience in high pressure situations, mitigating stress’ adverse effects on them.

Organisations utilising benefits of high employee engagement offer an array of learning and development opportunities. By providing training programmes, workshops, and skill-growth sessions, companies empower employees to bolster their knowledge. Engaged employees are eager to expand their knowledge, recognising that their growth benefits benefit their careers, and their current workplace. Developing the skillsets of engaged employees emerges as one of the major benefits of employee engagement to the organisation. Championing employees’ development ensures a business remains at the forefront of industry advancements, vital in an evolving market.

The benefits of employee engagement can’t be understated. One such benefit is the cultivation of belonging within the organisation. Engaged employees feel connected to their colleagues, superiors, and the broader mission of the company. This sense of kinship not only contributes to a positive office landscape, but help build loyalty towards the organisation. When employees see themselves as part of a supportive and inclusive community, they are more inclined to wanting to better the company over the long term. In turn, the company reaps the benefits of a steadfast workforce actively advocating the organisation’s values and objectives.

An engaged workforce advocates a culture of open communication. Employees feel at ease voicing their thoughts and suggestions, creating an assorted range of viewpoints and ideas. This collaborative environment promotes innovation, permitting the company to maintain a lead over competitors.

To foster a healthy company culture through employee engagement, organisations should advocate for open communication, transparency, and acknowledgment of employee contributions. By giving precedence to employee wellbeing, companies can cultivate an environment where employees feel valued, motivated, and devoted to the company’s mission. Company culture beckons top-tier talent, heightening the organisation’s reputation as an employer of choice. Engaged employees assume the role of ambassadors for the company’s values and culture

For the company

  1. Enhanced Productivity: Engaged employees are better motivated to deliver their finest, thereby boosting productivity. They willingly surpass what’s expected on a daily basis helps attain objectives; supporting the company’s prosperity.
  2. Reduced Costs: A workforce dedicated to bettering engagement translates to diminished turnover rates. Engaged employees are more likely to remain with the company, thereby bypassing the costs associated with recruitment and training. These cost savings (both monetary and in time) can be substantial, considering the expenditures tied to introducing new personnel.
  1. Improved Customer Service: Engaged employees are more predisposed to offering exemplary customer service. Their loyalty to the organisation’s profitability extends to customer satisfaction. Satisfied customers, in turn, tend to return time and time again, increasing the company’s bottom line. It’s worth exploring the benefits of employee engagement for customers.
  1. Amplified Innovation: Employees feeling engaged demonstrate heightened creativity. They feel empowered to propose beyond the norm ideas, thereby encouraging innovation within the organisation. This can precipitate the creation of new products, services, and procedures, affording the company a competitive edge.

How to enhance employee engagement

The enhancement of employee engagement is an ongoing endeavour, necessitating commitment and dedication from the powers that be. The following strategies are efficacious in nurturing a more engaged workforce:

  1. Define Clear Goals and Expectations: Transparent, achievable objectives should be communicated, with consistent feedback aiding employees in tracking progress and enacting necessary adjustments where needed.
  2. Offer Growth and Development Opportunities: The provision of training programmes, workshops, and mentorship initiatives can enrich their skills and knowledge, fostering their professional growth.
  3. Cultivate a Positive Work Environment: A company culture that advances open communication, collaboration, and mutual respect can exert a significant influence on employee contentment and engagement.
  4. Acknowledge and Reward Employees: Recognising employees’ diligent efforts and accomplishments is critical for elevating morale and engagement. Acknowledgment can manifest in verbal commendation, written appreciation, or tangible rewards like bonuses or incentives.
  5. Listen to Employees: Attentively listening to employee concerns and suggestions imbues them with a sense of worth and esteem. Encouraging feedback and incorporating employee input can elevate engagement.
  6. Foster a Sense of Purpose: Aid employees in understanding how their roles contribute to the company’s mission and vision. When employees apprehend the import of their work, their motivation and engagement tend to intensify.
  7. Encourage Work-Life Balance: Advocate a healthy balance between work and personal life by offering flexible work hours, remote work options, and paid time off. A balanced approach to work and personal life can foster happier, leading to more engaged employees.
  8. Provide Adequate Resources: Assure employees possess the required tools and resources to carry out their tasks effectively. Outdated or inadequate equipment can lead to frustration and diminished engagement.
  9. Empower Employees: Delegate employees with autonomy and decision-making authority in their roles. Empowered employees experience an enhanced sense of responsibility over their work.
  10. Organise Team-Building Activities: Activities geared towards team-building can strengthen interpersonal relationships among employees, fostering camaraderie and collaboration. Engaging team-building exercises can amplify overall team dynamics and employee satisfaction.

Reaping the business benefits of employee engagement is an essential element of organisational success, yielding benefits for employees on an individual basis, and the company at large. Engaged employees derive greater satisfaction, possess enhanced health, and consistently seek personal and professional advancement. For the company, an engaged workforce produces heightened productivity, diminished costs, improved customer service, and pioneering innovation.

To enhance employee engagement, organisations should be measuring the benefits of employee engagement. The upholding of a sense of purpose, encouragement of a better work-life balance, having reliable resources, empowerment of employees, and encouragement of team-building activities can contribute to a more engaged and motivated workforce.

About Love2shop

Love2shop stands as a leading provider of employee engagement solutions. With a focus on aiding businesses of all sizes in enhancing employee engagement, they furnish an exhaustive array of services, encompassing employee surveys, engagement programmes, and training. Love2shop collaborates closely with organisations to apprehend their distinct requisites and formulate customised engagement solutions harmonising with their objectives and values.

For those seeking to gain further insight into how Love2shop can facilitate the enhancement of employee engagement within their organisation, thus cultivating a more productive and triumphant workforce, a visit to their website or direct contact with them is advised. Leveraging their expertise and dedication to employee engagement, organisations can nurture a more robust and engaged workforce that augments their company’s long-term success.

How a ‘trivial’ gift can be a big deal for your employees

Christmas is approaching fast and many business owners are weighing up how to show their employees appreciation during the festive season.

Traditionally, companies have offered a Christmas bonus or gift. While always welcome, cash gifts made through payroll are subject to tax and National Insurance. This can make them a costly headache for either the employer or the employee.

For an employee, if tax and NI are not factored in the tax man takes their cut and the gift becomes a lot smaller.

On the other hand, if an employer wants workers to receive a specific amount, they will have to cover the tax and NI on top. This could almost double the cost.

A better way

There is a third way to gift employees however – which is both straightforward and cost-effective.

Corporate gifting experts Love2shop have been helping employers of all types and sizes to offer rewards for their staff for decades. Now they have launched a handy tool that helps employers see the savings on offer by switching to gift cards.

The Tax-Free Gift Calculator allows employers or HR teams to input the amount they want each employee to receive as a gift after tax.

It will calculate how much they will pay in real terms – including tax and National Insurance – for both basic rate taxpayers and higher-rate taxpayers. Alongside this it will show how much the same gift would cost if given in Love2shop gift cards.

The tool is free and you can try it here.

According to the second annual Love2shop Employee Value Report 2023, 90% of UK employees said a surprise gift of a multi-retailer gift card would make them feel more valued.

And 57% of people said days off, multi-retailer gift cards or flexible working are the best workplace rewards.

Now, HMRC may have a reputation of being a little Scrooge-like, but they have a key allowance that can help employers give generously to their employees – the Trivial Benefits Provision.

This allows employers to offer staff non-cash gifts up to the value of £50 per employee, free from tax or National Insurance.

That means if an employer wants to gift up to £50, they can do so using Love2shop Gift Cards, Contactless Gift Cards, E-Gift Cards or vouchers. No tax, no National Insurance and no paperwork.

A time for giving

In other words, giving each employee £50 with Love2shop will cost the business just £50 per person – and the recipient will get the full amount.

Love2shop is one of the best known gifting brands in the UK. Available as a gift card, e-gift card, contactless gift card or voucher, its products are accepted by around 150 retailers.

These include well-known brands such as Marks & Spencer, Iceland, Matalan, Argos, Costa, Harvester,Tui, Jet2Holidays and many more.

That flexibility means that employers can be certain their gift is what everyone wants, as it really is the gift of choice. It may be called ‘trivial’ but it’s a benefit that will prove anything but for both employers and employees.

Contact our team today to discuss how Love2shop can help you get gifting right this Christmas, with physical gift cards and digital codes still available for pre-Christmas delivery.

How To Improve Employee Engagement

How to improve employee engagement

Employee engagement plays an important role in the success of organisations. It refers to the level of emotional commitment and involvement employees have towards their work, the organisation’s goals, and its overall mission.

When employees are engaged, they are more motivated, productive, and dedicated to achieving exceptional results. The importance of employee engagement cannot be overstated, it impacts various aspects of organisational performance and success.

Understanding Employee Engagement

Employee engagement is influenced by various factors within the workplace. Understanding these factors is crucial to improve employee engagement.

Here are key factors that contribute to employee engagement:

Clear Communication and Transparency

Open and transparent communication channels foster employee engagement. When employees receive clear information about organisational goals, expectations, and changes, they feel informed and included. Regularly communicating updates, providing feedback, and encouraging two-way communication builds trust and engagement.

Opportunities for Growth and Development

Employees are more engaged when they have opportunities to learn, grow, and develop their skills. Offering training programs, mentoring, and career advancement opportunities demonstrates a commitment to employees’ professional growth. Encouraging continuous learning and providing development resources can improve engagement levels.

Recognition and Rewards

Recognising and rewarding employees’ efforts and achievements is vital for fostering engagement. Acknowledging employees’ contributions, both individually and as a team, shows appreciation and motivates them to continue performing at their best. Implementing effective recognition programs and providing meaningful rewards can boost employee engagement.

Positive Work Culture and Environment

A positive work culture and environment are essential for employee engagement. When employees feel valued, supported, and respected, they are more likely to be engaged. Encouraging teamwork, promoting work-life balance, prioritising employee wellbeing, and fostering a sense of inclusivity, contribute to a positive work culture that enhances engagement.

Alignment with Organisational Values

Engaged employees find purpose and meaning in their work. When their roles align with the organisation’s values and goals, they feel a sense of pride and fulfilment. Clearly articulating the organisation’s mission, providing opportunities for employees to contribute to meaningful projects, and emphasising the impact of their work on the organisation and society can improve engagement levels.

Benefits of Employee Engagement

  1. Increased Productivity: Engaged employees are more likely to go the extra mile and put in extra effort, leading to higher productivity levels. They are motivated to deliver quality work and strive for continuous improvement.
  2. Enhanced Job Satisfaction: When employees feel engaged, they get satisfaction from their work. They experience a sense of fulfilment, purpose, and meaning, which contributes to their overall job satisfaction.
  3. Improved Retention Rates: Engaged employees are more likely to stay with an organisation for the long term. They feel valued, connected, and invested in the organisation’s success, reducing turnover rates and associated costs.
  4. Higher Customer Satisfaction: Engaged employees provide better customer service. Their enthusiasm, commitment, and dedication translate into positive interactions with customers, resulting in increased customer satisfaction and loyalty.
  5. Innovation and Creativity: Employee engagement creates a conducive environment for innovation and creativity. Engaged employees are more willing to share ideas, collaborate, and contribute to problem-solving and driving innovation within the organisation.
  6. Positive Organisational Culture: When employee engagement is prioritised, it cultivates a positive work culture characterised by open communication, trust, and mutual respect. This positive culture attracts and retains top talent, creating a competitive advantage for the organisation.

Assessing Current Employee Engagement Levels

Before implementing strategies to improve employee engagement, it is essential to assess the current levels of engagement within the organisation. This evaluation provides valuable insights and helps identify areas that need improvement.

Here are some effective methods for assessing employee engagement:

Employee Surveys and Feedback

Conducting anonymous employee surveys is a powerful tool to gather feedback and gauge employee engagement. Surveys can include questions about job satisfaction, work environment, communication, recognition, and overall engagement. Analysing the survey responses helps identify strengths and areas of improvement, allowing organisations to tailor their engagement strategies accordingly. Additionally, implementing regular feedback programs, such as suggestion boxes or pulse surveys, provides ongoing insights into employee engagement levels.

Analysing Turnover Rates and Absenteeism

High turnover rates and frequent absenteeism can indicate low employee engagement. Tracking and analysing these metrics can provide insights into the underlying causes of disengagement. Exit interviews and discussions with departing employees can also uncover valuable information about their reasons for leaving, highlighting potential areas for improvement.

Reviewing Performance Metrics and Productivity

Employee performance metrics and productivity levels can also provide indications of engagement. Engaged employees tend to exhibit higher productivity, meet or exceed performance targets, and demonstrate a commitment to achieving organisational goals. Reviewing performance data and comparing it against engagement levels can help identify correlations and areas where engagement may be influencing performance outcomes.

By employing these assessment methods, organisations can gain a comprehensive understanding of their current employee engagement levels. This information serves as a foundation for developing a targeted action plan to improve engagement.

Ways to Improve Employee Engagement

Organisations can implement a range of effective strategies to improve employee engagement. These strategies focus on various aspects of the employee experience and create a supportive and engaging work environment.

Here are key strategies to improve employee engagement:

Enhancing Communication and Transparency

  • Regular team meetings and updates: Conducting regular team meetings to share information, discuss progress, and address any concerns creates a sense of belonging and keeps employees informed.
  • Open-door policy and feedback channels: Encouraging an open-door policy and providing feedback channels, such as suggestion boxes or online platforms, allows employees to voice their opinions, concerns, and suggestions.
  • Transparent goal setting and progress tracking: Clearly communicating organisational goals, departmental objectives, and individual expectations promotes transparency and helps employees understand how their work contributes to the bigger picture. Regularly tracking and sharing progress towards these goals keeps employees engaged and motivated.

Providing Growth and Development Opportunities

  • Training and upskilling programs: Offering training sessions, workshops, and online courses allows employees to enhance their skills, stay up to date with industry trends, and feel invested in their professional growth.
  • Career advancement pathways: Providing clear career advancement opportunities, such as promotions or internal job postings, gives employees a sense of purpose and motivation to continue to develop their skills and take on new challenges.
  • Mentoring and coaching initiatives: Implementing mentoring or coaching programs pairs experienced employees with those looking for guidance, fostering knowledge sharing, skill development, and professional relationships.

Recognising and Rewarding Employees

  • Implementing recognition programs: Establishing formal recognition programs, such as “Employee of the Month” or peer-nominated awards, acknowledges and appreciates outstanding employee contributions.
  • Celebrating achievements and milestones: Recognising and celebrating milestones, both personal and professional, reinforces a positive work culture and highlights the importance of individual and team accomplishments.
  • Offering competitive compensation and benefits: Providing competitive salaries and comprehensive benefits packages demonstrates the organisation’s commitment to valuing employees and their contributions.

Cultivating a Positive Work Culture and Environment

  • Encouraging teamwork and collaboration: Promoting a collaborative work environment through team-building activities, cross-departmental projects, and shared goals enhances engagement and fosters a sense of unity.
  • Promoting work-life balance and employee wellbeing: Offering flexible work arrangements, promoting self-care initiatives, and providing resources for physical and mental wellbeing contribute to a positive work-life balance and overall employee satisfaction.
  • Emphasising diversity and inclusion: Creating an inclusive work environment where diverse perspectives are respected and valued fosters a sense of belonging and engagement among employees.

Creating Meaningful Work

  • Providing autonomy and decision-making opportunities: Allowing employees to have a level of autonomy and involvement in decision-making processes empowers them and helps them feel more engaged and invested in their work.
  • Clarifying individual roles and responsibilities: Clearly defining job roles, expectations, and responsibilities ensures employees have a clear understanding of their contributions and reduces ambiguity, improving engagement.
  • Reinforcing the organisation’s mission and purpose: Regularly communicating and reminding employees of the organisation’s mission, vision, and values instils a sense of purpose and alignment, creating a strong connection between their work and the organisation’s overall goals.

By implementing these strategies, organisations can create a work environment that promotes employee engagement, satisfaction, and productivity.

In the next section, we will discuss additional tips and ideas to improve employee engagement, providing a comprehensive guide for organisations looking to create a more engaged and productive workforce.

Developing an Action Plan to Improve Employee Engagement

Improving employee engagement requires a well-defined action plan that outlines the steps and initiatives to be carried out. By following a structured approach, organisations can effectively drive positive changes in employee engagement.

Here are key components of an action plan to improve employee engagement:

Assessing the Organisation’s Current State of Engagement

Before embarking on any initiatives, it is important to assess the current level of employee engagement within the organisation. This assessment can be conducted through employee surveys, focus groups, or other feedback mechanisms to gather insights and identify areas for improvement.

Setting Specific Goals and Objectives

Based on the assessment findings, set clear and measurable goals for improving employee engagement. These goals should be specific, achievable, and aligned with the organisation’s overall objectives. Examples could include increasing employee satisfaction scores, reducing turnover rates, or enhancing participation in employee development programs.

Designing Targeted Initiatives and Activities

Develop initiatives and activities that directly address the identified areas for improvement. These could include increasing communication channels, implementing training programs, introducing recognition initiatives, or promoting work-life balance. Tailor the initiatives to align with the unique needs and culture of the organisation.

Assigning Responsibilities and Timelines

Clearly assign responsibilities to individuals or teams who will be responsible for implementing and managing the initiatives. Define realistic timelines and ensure that there is accountability for progress. Regularly communicate expectations and provide the necessary resources and support to facilitate successful implementation.

Regularly Reviewing Progress and Making Adjustments

Continue to monitor and evaluate the progress of the initiatives. Regularly review key metrics, such as employee engagement survey results, turnover rates, or feedback from employees, to gauge the effectiveness of the action plan. Make adjustments as needed to address any challenges or emerging needs.

By following this action plan, organisations can systematically improve employee engagement over time.

It is important to remember that employee engagement is an ongoing effort and requires consistent attention and commitment. Regularly assess the impact of the initiatives and make adjustments to ensure continuous improvement.

Measuring and Monitoring Employee Engagement

Measuring and monitoring employee engagement is crucial to assess the effectiveness of the strategies and initiatives implemented. By regularly evaluating engagement levels, organisations can identify areas of improvement and make informed decisions.

Key methods for measuring and monitoring employee engagement include:

Conducting Employee Surveys and Feedback Sessions

Employee surveys, such as engagement surveys or pulse surveys, provide valuable insights into the perceptions, attitudes, and experiences of employees. These surveys typically include questions related to job satisfaction, communication effectiveness, recognition, and overall engagement. Feedback sessions, such as focus groups or one-on-one discussions, allow for more qualitative feedback and a deeper understanding of employee perspectives.

Analysing Employee Turnover and Retention Rates

High turnover rates can indicate low employee engagement. Monitoring employee turnover and retention rates helps identify any patterns or trends that may impact engagement levels. Analyse exit interviews and turnover data to uncover potential areas of concern and take appropriate actions to address them.

Monitoring Performance Metrics and Indicators of Engagement

Performance metrics, such as productivity levels, quality of work, and meeting deadlines, can indirectly reflect employee engagement. Assessing these metrics alongside engagement-related indicators, such as absenteeism rates or employee participation in development programs, provides a holistic view of engagement levels. Additionally, gather feedback from managers and supervisors who interact closely with employees to gain insights into their engagement and performance.

Remember to regularly review and analyse the collected data to track progress and identify areas for improvement. Identify any patterns, trends, or discrepancies that may require attention. This information will guide future strategies and allow organisations to make data-driven decisions to improve employee engagement.

Contact Love2shop and let us help you enhance employee engagement

Employee engagement goes beyond just job satisfaction. It highlights the emotional connection, motivation, and commitment employees have towards their work and the organisation. Engaged employees are more likely to go the extra mile, contribute innovative ideas, and deliver exceptional performance. They become ambassadors for the organisation, positively impacting its reputation and attracting top talent.

Investing in employee engagement is an investment in the long-term success of the organisation. Engaged employees are more likely to stay committed and loyal, resulting in reduced turnover costs and increased retention rates.

By implementing a well-defined action plan to improve employee engagement and continuously monitoring progress, organisations can create a thriving work environment that unlocks the full potential of their workforce. Remember, employee engagement is a continuous journey that requires ongoing commitment and adaptation to the evolving needs of employees.

Ready to enhance employee engagement in your organisation? Explore our Employee Engagement Platform and discover how it can revolutionise your workplace.


Employee Engagement Survey

Employee Engagement Survey

When your employees are fully engaged at work, the benefits seep into all areas of the company. From productivity output to customer experience – employee engagement is an important business practice you can’t afford to neglect.

One tried-and-tested way that helps regulate this is using employee engagement surveys. These questionnaires are different to your regular ‘run-of-the-mill’ feedback forms.

They help acknowledge how employees truly feel about their workplace.

Whether they’re completely happy with their job or have particular concerns, the surveys allow you to invest in career development and business progression. Let’s take a look at what an employee engagement survey is, what the benefits are, and how to build one that works for you.

What is an employee engagement survey?

An employee engagement survey is a questionnaire that collects information from a workforce. It presents a variety of questions and comment boxes allowing employees to share feedback on job satisfaction.

Employee engagement surveys help employers identify performance, motivation, and loyalty. The feedback that’s collected is then used to enhance or improve levels of engagement – in individual teams or across entire departments.

Judging by the name, you might think employee engagement surveys only benefit employees. Actually, they can also help employers create positive and real-time progression for their businesses.

What are the advantages and disadvantages of employee engagement surveys?

There are numerous benefits for using employee engagement surveys. But it’s also important not to ignore the hurdles of employee engagement, too.

Let’s take a look at the advantages and disadvantages of employee engagement surveys:


  • They lead to better job satisfaction for employees.
  • They enhance staff morale and wellbeing.
  • They encourage trust and loyalty towards the business.
  • They help create an inclusive and respectful workplace culture.

The greatest benefits of employee engagement surveys are that they promote mutual respect, trust, and honesty. Anonymous questionnaires allow employees to share their true opinions or concerns about their job. Open communication like this helps enhance staff retention, business output, and overall success.


  • They can be time-consuming (especially when collecting vast amounts of data).
  • They open doors to all kinds of feedback (which can be hard to go through).
  • They focus more on past events rather than future goals.
  • They may be returned blank or without productive feedback.

If employees don’t see the value of the surveys or don’t believe change will come, they won’t spend any time filling them out. Without solid work relations, it’s difficult to engage employees or future generations through the surveys.

What types of questions are included in employee engagement surveys?

There are endless types of questions you can add to an employee engagement survey. It all depends on what you want to discover about your staff, work practices, or business on a whole.

Let’s take a look at examples of employee engagement survey questions:

Job satisfaction questions

Establishing job satisfaction is arguably the most important element when it comes to employee engagement surveys. They help employers identify who is happy working within their role and who could use a boost of reassurance.

Common questions on job satisfaction include:

  • How do you feel about your work?
  • Would you recommend working here to others?
  • Do you enjoy being part of this business?
  • Do you feel proud of your work?
  • Are you satisfied with your current work entitlements, benefits, and terms?
  • Which do you prefer: working alone or in team projects?

Workplace alignment questions

Workplace alignment questions are all about creating a relationship between an employee’s emotions and their workplace. This helps highlight any personal targets, as well as overall business goals.

Common questions on workplace alignment include:

  • Do you feel like your work is meaningful for the business?
  • Are your work achievements recognised by your peers, managers, or others?
  • Is management invested in your career development?
  • Do you work in a safe and comfortable environment?
  • Are you inspired by the business’s goals and visions?
  • Are your managers interested in your cultural initiatives?

Career progression questions

Off the bat, these questions might seem like they only apply to employees. But actually, highlighting personal goals and future aspirations can help employers utilise their workforce to its fullest.

Common questions on career progression include:

  • Where do you see yourself in a year’s time?
  • Do you think your role benefits your career development?
  • Is there a different job you’d like to progress into?
  • Do you believe you have the right support to enhance your career?
  • Have you ever thought about leaving your current role?
  • Is there anything impacting your career development?

Open-ended questions

All employee engagement surveys should include open-ended questions that relate specifically to the business. These will vary depending on what feedback you actually want to uncover from your staff.

Common open-ended questions include:

  • What work practices or customs should we change?
  • Are there any faults within our work culture?
  • Have you witnessed workplace changes since the last survey?
  • How do you think we can improve employee engagement?
  • Is there anything else you’d like to add?

How to build a survey for employee engagement

Every employer will have their own needs and interests for using employee engagement surveys. Some want to improve business loyalty; whilst others want to invest in employee progression.

It doesn’t matter if you’re downloading a free employee engagement survey template or creating your own – there are numerous things to consider when building a survey of employee engagement. Let’s take a look at them:

Create a survey that fits your needs

The first step employers should take is creating a survey that fits their business needs. It’s fine to copy an employee engagement survey example from the internet. However, in order to utilise them fully, they must tailor them to your workplace.

For example, you want to find out how your workplace cultures impact new employees. The surveys could include closed questions to collect vast amounts of numerical data. Or they could include more open questions to establish a more realistic insight into your cultures.

Remember, every business will have its own goals, visions, and strategies. Even if you copied a survey format from a parallel company, it won’t be as favourable as building your own.

Consider the length of your surveys

It’s important to consider the length of your employee engagement surveys. This includes how long it’ll take an employee to fill out, as well as how often they should be held.

There are no set rules on how long surveys should be; but try to aim for 30 mins. This means employees could complete them on their lunch breaks, at home, or even during work hours – without it affecting their tasks.

When it comes to how often you should hold surveys, a rule of thumb that most businesses follow is once a year. In the end, it’s all about collating information and feedback that will help further business development – for you and your employees.

Keep your surveys private and anonymous

When it comes to employee feedback, you may be presented with all kinds of information. Some great, some not so great. Whichever way it flows, it’s important to keep all surveys private and anonymous.

Employees should be able to share their opinions – good or bad – without worrying about any potential consequences. By keeping surveys confidential, you’ll have access to genuine feedback that can truly help improve your business.

Some employee engagement surveys don’t include personal information; like age, sex, or job role. However, if you want to look into feedback concerning personal information, make sure you state your reasons. For example, if you want to look into gender pay gaps within your company, employees may need to state what sex they are.

Start making positive changes

Once you’ve collated feedback from the surveys, you’ll need to sort them into categories. Employers should make a note of positive comments that should be continued within work practices.

You should also list all negative points and deal with them appropriately. Of course, you’re not expected to implement every single piece of feedback – especially if you don’t agree with it or if it could jeopardise your business growth.

Instead, highlight ones that you plan to implement and ones you need to reconsider. Remember, feedback goes both ways, so clarify what your next steps are. Honesty and transparency are crucial at this stage. Without them, employees could be put off from completing future surveys – risking engagement, loyalty, and commitment for good.

Make the best of employee engagement surveys with Love2shop

There are countless benefits of employee engagement surveys. It simply falls to the employer to create surveys that encourage the best feedback for the best outcome.

A great way to grow employee engagement is to reward them for good behaviour and achievements at work. What better way to do this than by giving gift cards and vouchers!

Love2shop offers gift cards guaranteed to enhance employee engagement surveys to their fullest.

Whether you want to further employee progression or business visions, Love2shop has the perfect gift card for you.

What is customer retention

What is customer retention?

Customer retention is a company’s ability to keep its customers coming back.

It requires the consumer to continuously engage with its products or services over an extended period of time. Customer retention is an essential aspect of any successful business strategy and plays an important role in driving profitability and building customer loyalty.

Customer retention focuses on improving customer satisfaction, ensuring repeated purchases, and minimising customer churn. By understanding the needs and preferences of customers, companies can tailor their offerings and experiences, leading to higher levels of customer satisfaction and ultimately, retention.

In this blog post, we’ll define customer retention, explore various management strategies and actionable tips on how to increase customer retention. By the end of this guide, you’ll have a clear understanding of the significance of customer retention and the tools to cultivate long-term customer loyalty for your business.

What is Customer Retention?

Customer retention is the ability of a business to keep its customers engaged and satisfied. This encourages them to continue purchasing products or services from the company over an extended period of time.

Customer retention and customer loyalty are closely intertwined. Customer loyalty goes beyond just satisfaction. It reflects a deep emotional connection and commitment to a brand. Loyal customers are not easily swayed by offers from competitors and are more forgiving when their brand of choice makes the occasional mistake.  Therefore, customer retention efforts should focus on building loyalty through personalised experiences, excellent customer service, consistent value delivery and customer loyalty schemes.

While customer retention is vital for sustaining business success, customer acquisition cannot be overlooked. Striking the right balance between the two is crucial. Businesses must allocate resources to both activities strategically. Ignoring customer retention for excessive customer acquisition can lead to a leaky bucket effect, where new customers are constantly acquired but not retained. On the other hand, investing solely in customer retention without attracting new customers can limit growth potential.

Advantages of Customer Retention for Businesses

Customer retention is a game-changer for businesses, and its impact on financial success cannot be overstated. Companies that prioritise customer retention and succeed in maintaining a loyal customer base enjoy various financial advantages, resulting in increased profits and sustained growth.

Let’s explore the key financial benefits of high customer retention rates:

Increased Revenue and Profits

Retaining existing customers leads to a steady and predictable revenue stream. Loyal customers are more likely to make repeat purchases, upgrade to higher-priced products or services, and refer others, all of which contribute to increased sales and profits.

Reduced Customer Acquisition Costs

Acquiring new customers typically involves higher marketing and advertising expenses. On the other hand, retaining existing customers requires less investment since they are already familiar with the brand and its offerings.

Higher Customer Lifetime Value (CLV)

Loyal customers have a higher CLV compared to one-time buyers. They tend to engage with a company for an extended period, resulting in multiple purchases and greater overall value to the business.

Cross-Selling and Upselling Opportunities

Satisfied and loyal customers are more open to cross-selling and upselling. By understanding their preferences and needs, businesses can offer relevant additional products or services, leading to increased average order value and revenue per customer.

Brand Advocacy and Word-of-Mouth Marketing

Loyal customers who have had positive experiences with a company are more likely to share their satisfaction with others. They become brand advocates and promoters, leading to organic word-of-mouth marketing that brings in new customers without large marketing expenses.

Resilience During Economic Downturns

A solid customer retention strategy provides a buffer against economic uncertainties. During challenging times, loyal customers are more likely to stick with a brand they trust, ensuring a more stable revenue base even when acquiring new customers becomes difficult.

Competitive Advantage

High customer retention rates can become a powerful differentiator in a crowded marketplace. Businesses that have a loyal customer base also have a competitive edge over their competitors, making it harder for them to lure away your customers.

In the next section, we will explore successful customer retention management strategies, learn from customer retention examples, and uncover actionable insights on how to increase and improve customer retention.

Customer Retention Strategies

To achieve a high level of customer retention, businesses must adopt a proactive and well-rounded approach to managing their customer relationships. Implementing effective customer retention management strategies ensures that customers remain satisfied, engaged, and loyal.

Some essential strategies that can help businesses improve and increase customer retention include:

Analysing Customer Behaviour and Preferences

Understanding customer behaviour and preferences is fundamental to successful customer retention. By analysing data from various touchpoints and interactions, businesses can gain valuable insights into what drives their customers’ purchasing decisions, what they value the most, and what pain points they experience.


Personalisation plays an important role in customer retention. Customers crave personalised experiences that make them feel valued and understood. By using the data collected on customers, businesses can create personalised offers, recommendations, and communications that resonate with individual preferences.

Effective Communication

Open and effective communication is the foundation of strong customer relationships. Regularly engaging with customers, beyond just sales pitches, builds trust and rapport. Businesses can use various communication channels to keep customers informed about new products, special offers, and company updates.

Offering Incentives and Loyalty Programs

Incentives and loyalty programs are powerful tools for encouraging repeat business and rewarding customer loyalty. By offering exclusive discounts, gift cards, rewards, or special perks to returning customers, businesses create a sense of appreciation and motivation for customers to continue engaging with the brand.

Addressing Customer Feedback and Complaints

Customer feedback and complaints are invaluable sources of information that can highlight areas for improvement. Addressing and resolving customer issues immediately not only prevents potential churn but also demonstrates a commitment to customer satisfaction.

Leveraging Technology for Improved Customer Retention Management

In the digital age, technology offers a variety of tools and resources to enhance customer retention management. Customer relationship management (CRM) systems can help consolidate customer data and interactions. Automation and AI-powered chatbots can also streamline customer support, providing quick responses to inquiries and reducing response times.

Regularly assessing the effectiveness of customer retention strategies is important for continuous improvement. Businesses should conduct reviews and analyse data to understand which strategies are bringing the best results and which areas need refinement. A/B testing can also be used to compare the impact of different retention tactics and identify the most successful approaches.

How to Increase and Improve Customer Retention

Customer retention is a continuous effort that requires a proactive and strategic approach. To achieve significant improvements in customer retention rates, businesses must adopt the following key strategies:

Identifying and Targeting At-Risk Customers

Not all customers are equal. By analysing customer behaviour and engagement data, businesses can identify at-risk customers who show signs of reduced activity or satisfaction. Once identified, you can implement targeted retention efforts before it’s too late.

The Role of Customer Education and Support

Empowering customers with knowledge about products and services increases their overall satisfaction and likelihood to stay loyal. Offering educational resources, tutorials, and guides not only helps customers maximise the value they receive but also reduces the likelihood of frustration or confusion.

Utilising Data and Analytics for Customer Retention Insights

Data and analytics play an important role in understanding customer behaviour and identifying trends that impact retention. By closely monitoring customer interactions, feedback, and preferences, you can gain valuable insights into what drives customer retention and areas of improvement.

Building a Customer-Centric Organisational Culture

Customer retention is not only the responsibility of the customer support or marketing team; it should be ingrained in the company’s culture. Creating a customer-centric organisational culture involve means aligning all departments around the common goal of delivering exceptional customer experiences.

Strengthening Brand Reputation and Trust

A strong brand reputation builds trust and confidence among customers, leading to higher retention rates. Businesses can enhance their brand reputation through consistent delivery of high-quality products or services, transparent and ethical business practices, and genuine engagement with customers.

By implementing these customer retention strategies, businesses can not only increase their customer retention rates but also create a loyal customer base that drives sustainable growth and success.

Measuring and Tracking Customer Retention

Effectively measuring and tracking customer retention is important for evaluating the success of retention strategies and making improvements. Businesses can use a combination of key performance indicators (KPIs), customer surveys, and assessments to gain insights into their customer retention efforts.

Key Performance Indicators are quantitative metrics that provide a clear picture of a company’s performance. When it comes to customer retention, specific KPIs help gauge the effectiveness of retention strategies.

Some important KPIs for measuring customer retention include:

Customer Retention Rate

As mentioned earlier, the customer retention rate represents the percentage of customers retained over a specific period. It is a fundamental KPI for understanding how well the business is retaining its existing customer base.

Churn Rate

Churn rate is the rate at which customers stop doing business with a company. Monitoring churn rate allows businesses to identify when and why customers are leaving, enabling them to take appropriate action.

Customer Lifetime Value (CLV)

CLV helps determine the average value a customer brings to the business over their entire relationship. Increasing CLV indicates successful customer retention efforts.

Repeat Purchase Rate

This measures how many customers make multiple purchases over time. A high repeat purchase rate shows strong customer loyalty and retention.

Net Promoter Score (NPS):

NPS measures customer satisfaction and loyalty by asking customers how likely they are to recommend the company to others. High NPS scores suggest strong customer retention and advocacy.

Conducting Customer Surveys and Feedback Loops

Customer surveys and feedback loops provide valuable insights into customer experiences and perceptions. Surveys can be conducted through various channels, such as email, website pop-ups, or social media. Businesses can use these surveys to gather feedback on specific aspects of their products, services, or customer interactions.

Open-ended questions can reveal valuable suggestions and concerns that may not be captured by other metrics. This process involves actively seeking customer input after specific touchpoints, such as after a purchase, customer support interaction, or product usage.

In the final section of this blog post, we will summarise the importance of customer retention, recap the benefits of effective retention strategies, and encourage businesses to prioritise customer retention as a cornerstone of their growth and success.

Final Thoughts on Customer Retention

Throughout this guide, we’ve explored the essence of customer retention and effective strategies to improve and increase customer retention rates.

As businesses aim for growth and success, investing in customer retention strategies should be a top priority. By adopting data-driven approaches, leveraging digital tools, and addressing challenges proactively, companies can create a solid foundation for lasting customer loyalty and advocacy.

Remember, customer retention is not a one-time effort, it’s an ongoing journey. It requires continuous refinement and adaptation to meet the ever-changing demands of customers. By valuing and prioritising existing customers, businesses can forge strong, lasting relationships that drive growth and create a sustainable competitive advantage. For more advice, contact our customer retention experts. We can help you improve customer retention through the power of rewards and incentives.


employee engagement plan

Employee Engagement Plan

It’s common for employees to be motivated by things like their paycheck or bonuses. But how do you inspire them to commit to the business itself?

Employee engagement plans are more than a simple marketing strategy used by businesses. They’re valuable tools used to encourage motivation, loyalty, and commitment for company values.

Let’s take a look at what an employee engagement plan is, why they’re used for, and how to create one that’ll help strengthen relations with your employees.

What is an employee engagement plan?

An employee engagement plan is a business strategy used to measure how emotionally committed a person is towards their job.

When an employee is highly dedicated or happy at work, they’re usually more engaged. They’re often driven by personal and professional goals. Such as, learning new skills or aspiring for a promotional opportunity.

An employee engagement strategy plan helps utilise these to encourage steady growth for a business. Whilst the employee develops themselves professionally, it benefits the company on a whole.

The strategy plan can include short-term activities that create change immediately. But, it can also embed engagement goals for the long term. Whichever you choose, employee engagement plans should be customised to suit individual employees. It’s this that helps establish business loyalty, commitment, and satisfaction.

What are employee engagement action plan examples?

Using an action plan to improve employee engagement can lead to many outcomes. It all depends on your business goals and objectives.

‘Do you want to improve employee experiences? Do you want to build a bigger clientele? Do you want to become an inclusive workplace?’

Whatever your aims are, investing in your employees not only helps them grow, it’s also beneficial for your company too. It can also help with:

  • Increasing individual responsibility and autonomy.
  • Growing better communication channels between workplace departments.
  • Ensuring employees are well-rehearsed on company values, ethics, and goals.
  • Investing in career development and mentoring opportunities.
  • Creating a diverse, equal, and inclusive work environment.
  • Championing cohesion, comradery, and harmony between teams.

How to create an employee engagement plan that works for your business

It’s okay for employers to use employee engagement action plan ideas they’ve found online. But it’s always best to create ones that meet your individual needs as a company.

Whichever method you choose, they should all lead to developing encouragement, allegiance, and motivation towards your business values. They should also help you overcome any workplace hurdles that could deter engagement in the short and long-run.

Let’s take a look at to create an employee engagement plan that works for your business:

Create an action item

The first step for employers should take creating an action item. This asks the question, ‘what action needs to be taken to improve employee engagement?’

An action item dives deeper into what specific areas need additional amendments when it comes to improving employee engagement. Maybe you’re facing troubles with the aftermath of a business merger; or facing an increase in sick leave due to working conditions.

An action item may include providing additional HR services so employees can talk to a neutral person about the merger. Or you could provide flexible working to help decrease the overall number of sickness absences. Whatever the issue may be, it’s important to identify the problem that’s stopping your business from running well.

Write an action description

The second step of the employee engagement plan is to write an action description. This asks the question, ‘what method do I need to include to manifest my action item?’

An action description is a process which outlines what the action item should include. It’s sort of like an ‘A-Z manual’. The description should include as many details as possible – from both a business and employee point of view.

For example, some employees may want the option to work overtime in order to earn more money. You could create a separate work rota to account for these extra hours – ensuring they don’t exceed the legal weekly maximum amount. All necessary steps should be included in your action description.

Assign an overseer

The third step involves assigning an overseer. They will be in control and hold full responsibility for employee engagement plan activities from start to end.

This can be employers or a HR representative. These people can evoke authenticity or seniority when it comes to implementing company-wide changes. It could also be senior employees or a dedicated team. They’ll have a better ‘on-the-ground’ perspective when it comes to engagement issues in the workplace.

Whoever they are, the overseer should champion the methods included in the employee engagement action plan. It’s best to give them distinct, just to ensure changes have been completed. However, try to trust the process and allow them to take full charge.

Outline a completion date

The fourth step of the employee engagement plan is outlining a completion date. Some action items can be implemented within a short timeframe. Other times, they may require weeks, even months, to manifest fully.

Make sure your strategy plan outlines a suitable time-frame and deadline for completion. This presents a realistic perspective for both you and your employees. Planning ahead like this also allows you to use extension periods if and when necessary.

After this, you’ll be able to replicate your employee engagement plan into other areas of concern within the business. All these steps are directed towards creating a more inclusive and coherent workplace.

Ask for regular feedback

The final step involves asking employees for feedback on your implementations. This is usually presented through an employee engagement survey communication plan.

It’s normal to ask for feedback when workplace changes occur – especially when it directly (or indirectly) affects employees. Some changes may not cause any concerns at all; whilst others may cause unforeseen problems you didn’t plan for.

Be open to all types of feedback and deal with issues in a reasonable manner. This will evoke respect and appreciation from your employees. If you delay or are uncooperative with their concerns, it’ll put them off from engaging in the future.

Build the perfect employee engagement plan with Love2shop

There are endless methods used to improve an employee engagement action plan. It all comes back to what you aspire for your staff and business on a whole.

A great way to encourage workplace engagement is through offering rewards for positive actions. And what better way to do this than by giving gift cards and vouchers!

Love2shop offers a variety of vouchers and gift cards guaranteed to enhance employee engagement surveys to their fullest.

Whether you want to quickly encourage motivation or create long-term retention, Love2shop has the perfect gift card for you.

employee engagement training for managers

Employee Engagement Training for Managers

Employee engagement is all about a person’s emotional connection with their job. This link acts as a crucial indicator when it comes to establishing business loyalty, retention, and even commitment.

A great way managers can utilise this is through investing in employee engagement training and development. Not only does it encourage an employee’s personal work skills, it also helps build a steady growth of company success.

Let’s take a look at the different steps involved in employee engagement training. And what hurdles managers could face if they choose to neglect or ignore them.

How to establish employee engagement training for managers

Every business should aspire to invest in management who can represent them well. They should be able to fully acknowledge your company ethics, values, and overall objectives – all on a daily basis.

One area where this is crucial is employee engagement. With the right training, managers can establish solid work relationships with their peers. And ensure their teams are happy, unified, and fully engaged during work.

There are eight steps managers can use when establishing training activities for employee engagement. Let’s take a look at each on in more depth:

1.    Gratitude

Managers shouldn’t underestimate the power ‘appreciation’ holds in the workplace. Showing a little gratitude can be a deciding factor for growing (or hindering) engagement. If you don’t appreciate your employees’ hard work and efforts, it’ll deter them from working beyond their norms.

Acts of gratitude don’t have to involve expensive or grand gestures. A simple public announcement in the morning meeting will do; or even recommending someone for a potential bonus is enough. Acts like this motivate individuals and teams to keep working hard – aiming to reach shared business goals.

2.    Suggestions

Without its workforce, a business is just one person with an idea. Employees are at the crux of all companies; so, it’s important to listen to suggestions they may present.

Managers should only encourage feedback and constructive criticism. You never know what could be hindering your employees during work. Make employees feel confident to speak up about issues. This attitude will be reciprocated through retention and engagement.

3.    Effort

Again, all employees should feel like valuable members of their workplace. And they should be told that without their endless contributions, it’s impossible for a business to run successfully.

That’s why it’s important to praise them for their hard work and efforts. This could involve praising a new employee who’s finally reached their monthly goals. Or acknowledging someone who continuously goes beyond their expectations at work. When you recognise their hard efforts, they’re more likely going to work in happiness and content.

4.    Listening

One of the best employee engagement training activities you could utilise is the art of listening. This doesn’t just involve letting employees talk; you need to make them feel like they’re heard. Remember, there’s a reason why we have one mouth and two ears!

Employees will appreciate that you’ve invested time into their issues or queries. Even if you couldn’t resolve it straight away, they’ll respect and feel confident in sharing concerns in the near future.

5.    Inform

Continuing from the previous step – when employees aren’t listened to or are left in the dark about certain work issues, it never ends well. Relaying information is paramount in the workplace, especially when it directly concerns employees.

If you’re going through a workplace development, like financial losses or redundancies, you need to inform employees within a reasonable manner. It might be out of your control; but informing employees allows them to soften any impacts on their personal lives. They’ll respect being informed, even if they’re hit with the worst news.

6.    Relationship

Without solid work relationships, it’s hard to establish investable teams or collaborative attitudes. This doesn’t just involve managers being friendly or sociable to their peers. It’s about establishing professional work relationships that evokes mutual trust, loyalty, and respect.

It’s also important to build strong work relations with both new and existing employees. Over time, your efforts will manifest a strong-willed and dedicated workforce.

7.    Reward

There’s no denying, rewarding employees is probably one of the best methods to include in training and employee engagement sessions. Whether an employee has surpassed a personal goal, or an entire team has finalised a huge project, offering rewards is a must.

Managers can provide rewards that encourage continuous hard work and good performance at work. Make sure to ask employees what specific rewards would aspire them to work beyond their norms. It’s also wise to set a budget for rewards (just so your business isn’t left out of budget).

8.    Development

Arguably, the most important concept to include in employee engagement training is career development. Managers have a first hand in helping employees build up their experience, portfolios, and overall careers.

Whether it’s learning a new skill or aiming for a promotion – invest in their career progression. Not only does this benefit them, but it also develops steady business growth and success.

Utilise employee engagement through training and development with Love2shop

There are endless methods to consider when it comes to employee engagement training and development. It all comes back to what you want to attain from your employees and your business.

A sure-fire way utilise employee engagement is done through rewards at work. So, what better way to do this than by giving gift cards and vouchers!

Love2shop offers a gift cards and gift vouchers guaranteed to enhance employee engagement surveys to their fullest.

Whether you want to develop employee efforts or long-term retention, Love2shop has the perfect gift card for you.

employee engagement

What is Employee Engagement?

Employee engagement is more than just a HR concept. It’s a valuable indicator to determine whether your staff are motivated to reach business success – or whether they’re just in it for the paycheck.

Every business should strive towards building employee engagement. From here, you’ll be able to grow well-being, commitment, and loyalty towards the company.

Let’s take a look at what employee engagement is, why it’s important, and how to encourage it within your workplace culture.

What is employee engagement?

Employee engagement is all about the level of enthusiasm and dedication a worker feels towards their job.

It usually derives from the working relationship between an employee and their boss. There are countless ways to grow engagement, commitment, and motivation. It’s up to you to decide how to nurture these into business success.

So, what does an engaged employee look like? Well, they’re usually supportive of the company’s mission and trust its values. They’re enthusiastic, self-motivating, and active – especially when it comes to career progression.

In the end, employees are rewarded for this type of work ethic. They may be given gift cards, Christmas bonuses, or even a company car (if they’re lucky enough!)

What are the benefits of engaging employees?

Workplace engagement comes with many benefits – for employees, as well as your business. With these methods set as the foundation, you’ll be able to build a steady incline towards progression and success.

Let’s take a look at the benefits of engaging employees:

Grows job satisfaction

No matter how big or small the role is, job satisfaction is incredibly important in any business.

When an employee or team is happy with their workplace, they’re more likely to shine as an investable asset. Some may even become company ambassadors and vocalise the benefits of working for you.

Engagement and loyalty often go hand-in-hand. When an employee feels engaged at work, it means they’re emotionally invested. This type of bond will naturally foster loyalty towards growth for the business.

Stronger employee collaboration

Collaboration is the bedrock of a successful business. When employees feel engaged, they’re bound to work better in teams or across departments.

Employees with collaborative skills are able to encourage and motivate each other. That’s because they’re at a similar understanding when it comes to team goals or company objectives. Highly engaged employees are also very good at transitioning ideas into reality.

Lower risk of work-related health issues

It’s very hard to pinpoint and even deal with work-related health issues. Burnout, stress, anxiety can affect people when they least expect it.

When an employee is engaged and happy at work, they’re less likely to experience such conditions. They often feel safe within their workspace, have in-person support, and maybe even access to external guidance.

It also makes them feel competent to do their job – and do it well. This sense of purpose can boost their energy in both their personal and home life.

Better customer satisfaction

Workplace engagement isn’t just beneficial for employees; it’s also great for customer satisfaction, interaction, and experience.

Engaged employees will reflect positive, friendly, warm attitudes onto others; particularly when it comes to customer experience. With stronger customer relations, it leads to higher income, output, and brand loyalty.

Employees are then able to work better – striving for bigger goals and achievements. All this is a great bonus for staff and your overall business.

What are the consequences of not engaging employees?

It’s also fairly easy to spot an employee who isn’t engaged at work. They’re often lacking in enthusiasm, dissatisfied with their job, and uncooperative with colleagues. They’re more likely to take sick leave; some may even start looking for jobs elsewhere.

Despite the endless benefits, it isn’t wise to ignore the consequences of disengagement. For example:

Loss in productivity

The biggest consequences to not having engaged employees is a loss in productivity – both in quality and quantity..

Disengagement leads to additional business costs; like lower attendance, output, and overall revenue. Smaller businesses may be able to dodge such hits by engaging employees with the right words (and incentives). But productivity losses can be harder to recover from for larger companies.

And it’s not just the quantity of output – the quality is also affected. When employees no longer feel engaged, they’ll stop showing interest in their work.

This is usually because it’s hard for them to see a return investment for their hard work. This can bring companies to breaking-points; as innovation and creativity are key factors to help you function.

Ruins workplace relations

They say a little healthy competition is good for you. But without proper supervision, it can unequivocally ruin work relations between colleagues.

It’s often high achievers that receive the most praise, rewards, and even comradery from their seniors. This may leave other workers feeling like a ‘third wheel’. No, this isn’t about being jealous of others and their achievements. Mid or even under-performers are often left feeling neglected and undervalued.

They often don’t have the support of their managers, despite needing it more. It’s work cultures like these that lead to disengagement. It can even cause rifts between colleagues themselves. Why would a top-performer share their tips on hitting the high numbers? There’s no space for morale, teamwork, and alliance in workplaces like these.

Hard to recruit top-talent

When you’ve got a team of high-achievers, it leaves very little room for those who are still progressing (or even struggling).

Competition can become strife; it’s common to see people left on the layside if they can’t keep up. This might seem like a ‘cutting the wheat from the chaff’ kind of situation. But it can actually make things more difficult for your business.

Depending on the industry, it can be hard to recruit top-talented candidates. Businesses will go through all kinds of hoops to attract such employees; sometimes dishing out more incentives they can’t afford.

It’s very common for top-talented people to choose jobs in smaller businesses. That’s because career progression is easier to attain. But they’ll only stick around if they feel engaged with the company and its culture. If not, they’ll most likely head to wherever the money is.

Higher employee turnover

In today’s job market, it’s fairly normal for businesses to fight over talent. Some will spend thousands on recruitment campaigns or endless hours searching for the very best candidates.

During this time, it leaves existing employees feeling brushed aside, devalued, and even forgotten. This lack of investment is what drives higher employee turnover – and it’s hard to stop it from spreading.

Without a clear pathway towards their future, employees are bound to look for career progression elsewhere. Businesses end up losing investible people. It also causes you to start your recruitment process again, as you may need to initiate more searches for suitable candidates.

Grow employee engagement in the workplace with Love2shop

In the UK, employee engagement is not a legal obligation. But employers cannot deny the endless benefits that come from highly motivated and committed employees. Think about how to engage employees so it suits your employees goals, as well as your company values.

Love2shop offers expert guidance on the best practices for employee engagement. Our bespoke Love2shop Engagement Program, designed by the UK’s leading rewards company, can help you deliver the right reward to the right person at the right time.

Five unhappy workers at a Christmas Party

Is a bonus better than a Christmas party?

Christmas is the time of year when everyone looks to let their hair down – and everyone loves a works Christmas party… right?

Well, to a point. While many people in work get excited about the works Christmas ‘do’, others contemplate it with a quiet dread. There are even some who simply aren’t bothered.

And research supports that. A 2022 study by global workforce consultancy Resource Solutions found that in the UK only 37% of workers expect a Christmas party from their employer and of those who don’t, 42% would prefer a gift or bonus.

Reasons for not wanting a Christmas party included: not celebrating Christmas (11%), not wanting to socialise with colleagues (34%), or preferring to arrange something with close colleagues (30%).

Do people really not like Christmas parties?

Until the pandemic there had been an acceptance that extroverts ran the workplace – the go-getters, the self-starters, the risk-takers and the networkers.

While those attributes are still admired, remote working allowed individuals who are motivated differently to shine, highlighting the valuable contribution quieter workers can make.

As writer Jade McAndrew-Barlow put it: “Now, the calm consideration of introverts is having a moment. They are finally valued for all the wonderful things they contribute to the workplace.

“In all the rush and tumble, introverts take time to deliberate, assess and consider the little details and how they will inform the bigger picture. They bring a calming and reassuring presence.”

It’s estimated that between 25% and 40% of people are, to some degree, introverts. In other words, people who prefer a quieter life, both at work and in their spare time. For them, Christmas parties may be something to be endured rather than enjoyed.

In addition to that, the rich diversity of the UK workforce means that for a significant number of people, Christmas is simply not a relevant holiday. Different faiths have different key gifting and feasting moments to celebrate friendship and togetherness that mean more than Christmas.

Festive stress

The work Christmas party is an event that can cause even the more extroverted among us to take a deep breath.

With its excess of food and drink, sometimes loud, lewd and inappropriate behaviour that keep HR teams busy through January, the festive do is an obstacle course where the prize is often a sore head and some stories that will be heavily edited and recounted for 12 months until everyone is fed up hearing them.

Add to that the expense of buying a new outfit, hairdo, paying for taxis (and maybe even hotels) and suddenly, even if the employer is footing the bill for the party, the event can end up hitting workers in the pocket.

With the cost of living stubbornly rising, is it time to rethink the Christmas Party?

Say thanks – and mean it

So if we ditch the Christmas party how to we reward employees for their hard work this past year?

The challenges posed by the rising cost of living – high food and fuel prices and rising mortgage and energy costs – are getting worse. What your staff may really appreciate this time of year is a little bit of help with the cost of Christmas.

Love2shop’s Employee Value Report 2023 may hold the answer. The report surveys workers across the UK to find out how they feel about their employer and the impact of reward and recognition strategies.

One key finding in this year’s report was that 6-in-10 workers said receiving spontaneous gifts at key times of year, such as Christmas, from their employer made them feel valued.

In addition, 57% felt that days off, multi-retailer gift cards or flexible working were the best ways to reward staff.

And a huge 90% of workers said they felt more valued by their employer after receiving a multi-retailer gift card – such as Love2shop.

What’s interesting about that is, when asked what they would spend such a gift card on, 34% said it would help towards their weekly shop.

The increased cost of living effectively means that giving a gift card can help your employees with their day-to-day shopping – possibly freeing up additional money for them to spend on their families at Christmas.

What’s more, 57% of respondents also reported that their productivity increases when they feel valued.

So with people facing a challenging Christmas this year, instead of giving them an extra cost to worry about, why not make things a little easier for them with a Christmas gift?

Don’t be a Grinch

Rethinking the Christmas party isn’t an excuse to simply do away with any sort of festive cheer.

An astonishing 32.5% of UK employers were offered neither a bonus nor a party in 2022, according to research published by Employee Benefits Magazine.

And the Love2shop Employee Value Report 2023 found that 39% of people felt their employer was not generous at all. Indeed, when asked how does your employee show their generosity, as well as spontaneous gifting and organised team events there were also examples like: ‘providing biscuits’ and ‘giving shout-outs on conference calls’.

Employees who feel recognised and valued are happier, more productive and less likely to leave your business.

And gifting is easy thanks to HMRC’s Trivial Benefits provisions. This allows gift cards or e-codes up to the value of £50 to be given as gifts tax-free, with no national insurance contribution or paperwork – so there’s no excuse.

Let us help make Christmas special

Love2shop is one of the best known gifting brands in the UK. Available as a gift card, e-gift card or voucher, Love2shop is accepted by around 150 retailers.

These include well-known brands such as Marks & Spencer, Iceland, Matalan, Argos, Costa, Harvester and many more. Staff can even use Love2shop holidays to put vouchers towards a getaway with more than 150 leading tour operators.

The Love2shop Business team is here to help you get your Christmas gifting right. Love2shop offers a selection of fun festive card designs to choose from. You can even order personalised cards with your business branding on them, although you need to be quick as the deadline to order those is October 20.

Christmas parties can be a great part of the festive mix but if you really want your teams to feel valued and rewarded in an inclusive way this year, it’s worth considering a new approach.

Get in touch with our team today or visit to find out how we can help.

Experts explain clear benefits of employee and customer rewards

 Families across the UK could save a whopping £1,300 a year on their everyday spending if employers rolled out reward schemes to their staff.

 That was one of the revelations that came out of a webinar organised by leading corporate rewards and vouchers business Love2shop. An audience of businesspeople heard how rewarding their staff would lead to a happier, more productive workforce and a thriving business. 

 The Success Through Adversity webinar featured a number of expert speakers outlining how employers could help people within their organisations weather the worst cost of living crisis in a generation. 

 Increasing positive engagement through rewards 

 Love2shop offers several options for employers looking to reward and incentivise both staff and customers. For a relatively low cost and simple set-up, products such as the Everyday Benefits Card and the Love2shop Engagement Platform can help transform a business. This is in addition to the range of Love2shop gift cards, e-gift cards and vouchers that have been used by businesses for staff and employee rewards for many years. 

 Frank Creighton, Director of Business Development at Love2shop, explained how Love2shop has been used by millions of people for 30 years and can be a key tool for businesses looking for efficient ways to offer rewards. 

 “Vouchers, gift cards and e-gift cards help businesses of all sizes across multiple sectors attract and retain both employees and customers,” said Frank. “Love2shop has supported organisations from the NHS to care homes, professional services, manufacturers, financial services and every size of business from small to FTSE-100s.
 They all have the same need: to reward, engage and incentivise people. Research has shown that if employees are rewarded, they are more likely to be engaged and productive and that is a win-win.” 

 Supporting employees through economic challenges
 Addressing the cost of living crisis, Frank explained that it was more important than ever to support their staff through what is a very worrying period. 

 “From speaking to businesses we know they are keen to support their people. Fortunately, we do have the products and services to help employers support their staff at this time,” he added. 

 Frank outlined how the Everyday Benefits Card could make a real tangible difference to people’s lives. It covers many leading high street and online brands included in the Love2shop platform. 

 He said: “It is a real solution for employers who want to support their staff during the cost of living crisis. The way it works is very straightforward. 

 “It’s a prepaid card that allows employees to load funds at a 7.5% discount. It can then be spent in 90+ high-street stores that are part of Love2shop. It also opens up access to discounts on selected supermarket gift card loads, which employees pay directly from their debit card and which can reduce the cost of their essential spending.  

 “With Christmas coming it can also help with one-off purchases. We have calculated the average family can save more than £1,300 a year via the Everyday Benefits Card. 

 “It can be used for everyday essentials, meals, days out or bigger purchases such as holidays and we can offer employers a free trial card if they get in touch.” 

 Keeping hold of talented employees 

 Love2shop recently published its Employee Value Report, a revealing snapshot of the level of worker happiness across the economy. It made for stark reading for employers. It calculated that across the UK 10m employees felt undervalued by their employers with eight out of 10 seeking a new job elsewhere. 

 “It is well worth a read,” added Frank. “It shows how rewards and recognition are now more crucial than ever. An engaged employee is more productive and will generate more profit.” 

Love2shop Engagement Platform is an online tool which offers a relatively low-cost way of implementing and managing an employee and customer rewards and incentive schemes. It’s flexible, so businesses can choose either an off-the-shelf platform or have one tailored to the specific needs of their business. 

 Many employers are concerned about both the costs and logistics of setting up a rewards programme as they believe it may be too time-consuming and expensive. 

 “They have to be able to show a return on investment,” said Jamie Clarke, head of the Love2shop Engagement Platform. “Our platform manages most of the administration and monitoring of a reward scheme for the client.  

“We offer a modular approach with a platform offering all the functionality required to get any incentive, loyalty or employee recognition scheme up and running super-fast with lower costs. It is simple to use and we can work with employers to tailor the platform should they need to.” 

 As well as employee engagement, Jamie talked about how Love2shop can also help with customer retention. He referred to Love2shop’s relationship with Brakes, which is one of the UK’s biggest wholesalers to the hospitality industry. 

Using the Love2shop Engagement Platform, Brakes customers were offered a blend of discounts, cashback, charitable opportunities and Love2shop rewards as part of the ‘Help for Hospitality’ campaign in 2021. 

 It was such a success it was awarded Best Channel Partner Programme at the 2021 Incentive Awards. 12 months later, Love2shop has just retained that award for their work with another client – Buildbase.  

 “Implementing a programme does not have to be complex,” added Jamie. “Once we understand your needs we can project-manage everything. We deploy modules to help you set goals and targets and generate automatic communications. 

“We also have mechanisms for data exchange. It means you can input raw data into the platform and it will crunch the numbers. It can take anything between four to 12 weeks to implement and ultimately these schemes pay for themselves – they deliver results and a strong return on investment.” 

 Those attending the webinar also heard from former England football international Jill Scott MBE. The ‘Lioness’ told the audience how critical reward and motivation was in sport. 

 Also speaking was Rebecca Stevens, a business psychologist and founder of Work Brighter. She has worked with hundreds of businesses and leaders across multiple sectors. 

 She told the webinar that creating motivation and engagement was a common topic when she spoke to business leaders  

 “People have intrinsic motivations, such as satisfaction and pride about a job well done and extrinsic motivations, such as a promotion or a pay rise. Extrinsic things can help reinforce behaviour and we need to move towards a positive reinforcement of the behaviours we want to see in a very personalised way.”

Referring to the Love2shop Employee Value Report, Rebecca said the finding that 75% of people believing that companies that offer rewards were more likely to attract a better calibre of employee did not surprise her, adding: “The reward strategy has to have an individualised aspect to really work.” 

 Concluding the webinar, Julian Coghlan, Love2shop’s Interim Chief Executive Officer, said: “Not only is reward and recognition a key element of any successful business model, it is also crucial to the morale and loyalty of individuals. We are here to help… we can offer a real benefit to your business in the current economic climate.” 

 Everyday Benefits cards and Love2shop Cards are flexecash products. flexecash is the prepaid card platform that issues flexecash Love2shop Cards. This facility is provided by Park Card Services who are Authorised and Regulated by the Financial Conduct Authority to issue electronic money. FRN: 900016.  

Love2shop Cards are regulated by the Financial Conduct Authority and as such we may need to complete an electronic identity check. 

Physical Love2shop vouchers, Love2shop e-gift cards and reward codes and Love2shop Holidays gift cards are not regulated by the FCA. 

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