Why we prioritise employee engagement within a growth agency

August 9, 2018
By Sarah

Employee engagement is all about allowing staff to have input, choice and flexibility. On a personal note, we can't underestimate the importance of employee engagement within a growth agency. Done right, this provides teams with the ability to continually adapt and collaborate on new creative ideas.

To thrive in this pressurised landscape (by this I mean the pace in which we live and work, ‘the immediacy of life’) we are expected to continually innovate, adapt and change to enhance and improve the business offerings - meaning that engagement, culture and environment is key.



People are finally waking up to the correlation between happy employees, satisfied clients and company profits. There's a realisation that we should be focusing not so much on how we should motivate people, but on how we should create environments where people are naturally motivated to improve and enhance themselves.

So with that in mind, our happiness metric is a key statistic at Six & Flow, and something that we measure on a weekly basis. We use a platform called 15five, but I'm sure there are plenty of other options out there.


Using happiness metrics to prioritise employee engagement within a growth agency


Benefits of employee engagement within a growth agency

Most importantly, we prioritise employee engagement because we recognise the importance of employee happiness. Simply put, we want our team to want to be in the office.

Secondly, it provides a platform for staff to communicate with managers on pressure points. Whether these are caused directly by client campaigns or stem from personal issues, this visibility is essential.

Thirdly, it’s a simple and effective support system. Visualise it as an intertwined web supporting the colony of tiny creatures (our staff) above.


Why we prioritise employee engagement within a growth agency and see better results


Employee engagement is a commitment

Measuring employee engagement within a growth agency isn’t a start and stop affair. Like many other things, it should be an ongoing process, continually evolving and reflecting what our employees need. An annual employee survey will therefore no longer do the job. Instead, agencies need to implement real-time feedback with actionable and evident improvements. That’s what our employees expect, and rightly so.

It really is why we believe our company culture is our foundation and a key differentiator within our crowded industry. Without people there is no culture, so I guess what I am trying to say is value employee engagement, value culture, value people and your bottom line will thank you.


New Call-to-action

We'd love to hear your thoughts, leave a comment here