The word “engagement” is defined in ISO 9001:2015 in Clause 3.1.4. as “the involvement and contribution to activities to achieve shared objectives.”

The Concept of Employee Engagement in ISO 9001:2015

The basic notion of employee engagement as defined in ISO 9001:2015 is explained in Clause 5.1.1, which states that top leadership is required to demonstrate leadership and commitment by engaging, directing, and supporting persons to contribute to the effectiveness of the quality management system (QMS).

The Principle of Workers’ Engagement Based on ISO 9000:2015

The quality management principle related to leadership states that “progressive leadership at all levels defines unity of purpose and direction and creates conditions in which individuals are engaged in achieving the organization’s quality objectives.”

  • Section 5.1.1 (Leadership and Commitment): This clause provides guidelines to top management teams to engage, direct and support their employees ensuring that everyone can contribute towards business growth.
  • Section 7.3 (Awareness): Making the employees familiar with the management system, including all policies and objectives. It also ensures that all employees aware of what their responsibilities are by impressing upon them the importance of their role in your business’s success or failure.
  • Section 10.2 (Non-conformity and Corrective Actions): Get everyone in your organization to participate and fully engage with the management system by reporting any abnormalities if observed.

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How to Engage Employees the Right Way

High spirited companies will always have positive energies embedded in their workplace systems, consisting of motivation, recognition, and rewards given to top-performing talents at every layer. For building an engaged workforce, the following ingredients are a necessity:

Identify Leaders in your Workforce

You need to identify the right type of people for the right kind of job. A leader must have a positive attitude, vision, and influencing behaviors that can create a trickledown effect in the organization, thus motivating all the workforce involved.

Take Help from HR Function

The best support that HR can provide to top management is identifying the right talent for the right job. This accuracy can help the group to assist employees in coming out of their comfort zone and should award them for doing so, as a positive reinforcement.

Not all employees will possess the same capability. Similarly, not every individual will have the same experience, qualification, or exposure. To bring your team to the same level, you need to offer them personalized training based on their skill set and the gap of their competencies.

Make Sure Your Employees Know the Expectations

Your employees can never have that urge to work if they don’t know the scope of deliverables expected of them. When employees are informed of management’s expectations, they can set goals that are achievable in line with the company’s objectives. The goals of an organization should be clearly defined and communicated at all levels of your workforce.

Accountability and Support Goes Hand In Hand

Strong teams are built on the foundation of trust, accountability, and support from managers or seniors. Your team should have developed problem-solving skills and must devise corrective and preventive actions according to the problem and situation. Teams should try to be as efficient and effective as possible in the shortest space of time.

Performance Management and Performance Evaluation

Many studies have shown that teams and companies with high engagement levels should have an awards and recognition process established for ensuring contributors are rewarded for their work.

All actions have outcomes, whether good or bad. The goal is to ensure that outcomes are noticed, and the good ones celebrated.

Setting up a performance reward system can do wonders to improve employee performance. Even a simple “Thank You” note to your team is one of the sweetest gestures a boss can do for its team.

Communicate and Act-On Feedback

As the world evolves into a global village, people have become closer regardless of geography. One can admire his team by announcing publicly in a meeting or privately in a face to face session.

Employee opinions on management and leadership teams can give valuable insight to improve a business’s effectiveness. Meaningful feedback from both ends will help your business to improve at all levels.

Furthermore, if you act on employee feedback, they feel more valued by the organization. The result is enhanced employee productivity at all levels, leading to a continuous improvement system in your organization.

Why Employees’ Engagement is Right for Your Team?

Everyone needs security to be it job security or financial security including your employees. Job security should also come with some level of satisfaction. Team leaders can help to develop this environment by holding daily meetings that define the deliverables and functions of each positions within the group.

Document all your team’s roles and responsibilities and observe your employees’ compliance towards their positions as documented. Hold all members of the team responsible for their tasks. In the end, seek feedback from all stakeholders.

Review the gathered feedback from the team and adjust accordingly. Document all the processes and seek employee engagement to find out what could be done better. When you achieve something, dedicate it to your organization as a team effort.

Customer feedback is essential for a team to improve. Help the team members understand that annoyed customers don’t bring profitable business to your organization. Their responses might hurt your brand’s reputation in the market. Ensuring compliance with ISO 9001 drives customer satisfaction leading to more loyal consumers that the brand can depend on over the long term.

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