Employee engagement is one of the most important factors in determining the health of a workplace. But beyond just checking in on how happy or satisfied employees are, many organisations have started using data to measure engagement more precisely. Companies usually get a sense of this from employee satisfaction surveys, turnover rates, and how often employees recognise each other's work. Many markers offer insights into how connected people feel to their jobs.

A 2024 study revealed only 14% of Indian employees consider themselves "thriving," placing India second in South Asia in terms of thriving rates, behind Nepal at 22%. Meanwhile, 56% of Indian employees report being either "struggling" or "suffering," reflecting significant challenges in workplace well-being. In terms of daily emotional experiences, 35% of Indian respondents reported experiencing daily anger, the highest in South Asia, while 32% reported daily stress, the lowest in the region.

Another study reported that companies focused on employee engagement see an 18% drop in staff turnover, showing the clear benefits of prioritising engagement. Although 86% of employees say skill development and coaching are important, only 54% feel they are getting it. One reason for this gap is that many middle managers lack the tools and support to guide their teams effectively. To truly engage employees, businesses need to invest in both meaningful development opportunities and better support for managers, ensuring everyone has the resources to grow and succeed.

When employees are engaged, they show up, not just physically but mentally. They are motivated, invested in their work, and excited about the company’s success. However, engagement isn’t something that happens by chance—it’s built, nurtured, and maintained over time. One of the best ways to keep employees engaged is by providing an environment where they can continuously learn and grow.

Leaders play a crucial role by supporting their employees and recognising them for their contributions. Leadership isn’t just about setting goals and driving performance; it’s about building trust and making people feel valued. When employees know that their leaders are invested in them, they’re more likely to feel motivated, happy, and committed to their roles.

Engagement through Learning

For employees to stay engaged, they must have an inner drive that can come through a visible path of growth in the organisation. When people are not learning, work can start to feel stagnant, and that is where disengagement begins. However, when learning is a part of everyday work, people feel more energised and motivated. They feel like they are moving forward, not just standing still.

Learning opportunities do not always need to be big, formal programs. They can be woven into daily tasks. Whether it’s experimenting with new tools, attending a workshop, or even having access to bite-sized training during the workday, employees feel more connected to their roles when they know they’re developing their skills and growing as individuals.

Building learning into employees’ workflows keeps them engaged without overwhelming them. By making learning accessible and part of their day-to-day activities, organisations create an environment where growth is constant and that is a huge inspiration for people.

Learning can also happen through collaboration and innovation. Hackathons, for example, are a great way to bring employees from different departments together to brainstorm ideas, solve problems, and come up with new solutions. These events give employees a chance to collaborate in ways they normally wouldn’t and learn from each other.

The Human Side of Engagement

At the end of the day, employee engagement isn’t just about numbers and data points—it’s about people. Creating a work environment where people feel supported, recognised, and encouraged to grow keeps them connected. Sure, metrics help identify areas for improvement, but it’s culture—the day-to-day interactions, the feedback, and the opportunities to learn—that make employees feel truly engaged.

When companies focus on continuous learning, they create a space where employees want to stay and thrive. And that’s where real engagement happens in their heart and minds!