Common Employee Engagement Mistakes and How to Overcome Them

Increased productivity, low turnover rates, and improved performance are some of the top goals every employer wants from their employees, but how do you achieve this when your employees have low levels of enthusiasm and dedication toward their jobs?

Employee engagement is critical to employee performance, motivation, and satisfaction since it’s crucial to increasing the level of enthusiasm and dedication an employee feels in the workplace.

Companies develop many ways to engage their employees, but they often fail. Here are the most common mistakes organisations need to avoid in their employee engagement strategies.

1. Poor Application Experience

Mistake: Employers often assume employee engagement starts on their first work day.

Employee engagement starts right from the start of the application process. Candidates have a lot of tools and resources to validate employer reputation, so always be mindful to help them navigate the process with realistic expectations and feedback.

Strategy: Make an application and interview plan that ensures a consistent candidate experience and close the loop by sharing feedback even if it means rejection.

2. Lack of work flexibility

Mistake: Many companies are strict regarding their work hours, and flexible work arrangements are not always on the table.

Work flexibility doesn’t always mean working from home. It can also be flexible hours or even compressed work weeks. Employers who acknowledge the need for work-life balance to support an employee’s well-being are likely to have higher employee morale and productivity.

Strategy: Identify and define the various flexible work options such as remote work, flexible hours, or compressed work weeks.

3. Micromanagement

Mistake: Micromanagers elevate a toxic culture due to a lack of trust and autonomy.

Micromanagement does more damage than good — decreasing employee morale, hampering creativity, reducing productivity, and discouraging open communication.

Strategy: Empower your employees by providing training, delegating authority and decision-making responsibilities while shifting focus from monitoring processes to evaluating outputs.

4. Generic Employee Engagement Approach

Mistake: Using the same approach and incentive program for every employee.

Every member of your staff has their own unique professional journey. Some might be motivated by growth and learning, while some are driven by supportive management or positive company culture.

Employee engagement strategies are not set in stone and can differ from person to person. Each employee requires a different kind of incentive and motivation.


  1. Establish a regular feedback session to gather unique strengths, motivation, and career aspirations.
  2. Provide a variety of options for growth: workshops, online courses, mentorship programs, 360-feedback among peers and teams or skill-specific training.

5. Lack of recognition

Mistake: Employers don’t recognise their employees’ hard work and achievements.

A lack of recognition significantly impacts engagement levels. An employer that doesn’t acknowledge employee efforts is always at risk of losing valued staff.

Strategy: Make regular company-wide acknowledgments and incentives or benefits for outstanding performance.

Yempo has always been a company that values and practices positive employee engagement programs. We value commitment, excellence, and a sense of community in our employees and aspiring candidates. This is backed up by our company culture, which you can check here:

Yempo welcomes aspiring applicants like you. Visit our jobs page to find the perfect job to advance your career.

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