15 Employee Engagement Strategies That Actually Work

Encourage Employee Engagement By Following These Initiatives

The most important thing for a company is employee engagement. When employees are fully engaged and care about your organization's values and corporate beliefs, helping it achieve its goals becomes a personal matter to them. Contrarily, disengaged teams drag their feet, costing talent, money, and momentum with quiet exits, high turnover, and subpar results. But with a solid employee engagement strategy, you can change all that; you'll get people who care, stick around, and deliver.

Let's dive into some key tactics to increase employee engagement that actually work. These actionable steps will help you energize your team so they give their best.

What's In This Guide:

• What Is An Employee Engagement Strategy?
• Why Is An Employee Engagement Strategy Important?
• How To Develop An Employee Engagement Strategy
• What Impacts Employee Engagement?
• Starting Your Employee Engagement Strategy
• What To Include In Your Employee Engagement Strategy
• Examples Of Employee Engagement Strategies
• Things To Consider With Employee Engagement Strategies
• Employee Engagement Best Practices

What Is An Employee Engagement Strategy?

An employee engagement strategy isn't HR jargon but an action plan to keep people excited about work and make them care beyond just clocking in. It involves clear goals, real recognition, and giving people room to grow.

Gallup says only 33% of workers feel engaged, and 17% are actively disengaged. These are some troubling stats. But with deliberate actions that boost morale and output, you can change these numbers and enhance employee engagement. When done right, an employee engagement strategy drives productivity, reduces turnover, and builds a thriving workplace culture.

Why Is An Employee Engagement Strategy Important?

An employee engagement strategy is pivotal, not just a nice-to-have thing. Without it, you're risking morale, productivity, and retention. Here's why it matters:

It Keeps People Present

Disengaged employees are halfway out the door, not just bored. Research says 67% of North American workers aren't engaged, and that could cause significant problems. For example, if you have a boss who doesn't care about engagement and never checks in, is it any wonder that you may struggle to stay present and committed? Instead, a good engagement strategy with clear goals will help you stay focused and give you a reason to care.

It Boosts The Bottom Line

Engaged teams deliver more output because they are more focused. Research from Gallup shows that companies with high engagement rake in 21% more profit. Moreover, when people feel valued, they work harder. For example, if your sales growth is suffering, work toward engaging your staff by adding recognition into your culture, and you may see your numbers change for the better.

It Cuts The Quit Rate

Workplace support is instrumental in whether employees quit or stay. As such, a well-rounded strategy that provides flexibility and growth perks is a great way to keep your employees loyal, satisfied, and engaged. SHRM says that 60% of workers rate benefits as vital to overall job satisfaction. Believe it or not, a place without support and without a focus on engagement will have a high employee turnover rate. Engagement is cheaper, but turnover is pricey.

It Builds A Better Work Environment

Building a workplace where employees love working is ideal, and not just for your deliverables. People get bored working in a silent, sterile place. To build a rich atmosphere, create a space where they can chat, communicate, and share ideas. A happy team is more innovative, coordinated, and, ultimately, more satisfied.

The right engagement strategy will help you retain talent, drive results, and make work more enjoyable. But do you know how to create one?

How To Develop An Employee Engagement Strategy

Crafting an employee engagement strategy isn't hard; you only need drive and a plan. Here's how to build one that works.

Step 1: Assess The Current State

Start by knowing where you stand. Survey your team and determine what's working and what isn't. Measure absenteeism and turnover rates as they are highly indicative of whether your staff is engaged. As we previously mentioned, only 33% of employees feel engaged; what do the numbers say in your organization? Data beats guesswork every time.

Step 2: Set Clear Goals

Pinpoint what you're after and establish your goals. Want to boost morale? Looking to cut turnover? Just pick a target and start working towards it. For example, "reduce turnover by 15%" is a great starting point. Remember to tie your objectives to what your business needs because vague plans can easily fail. Being as specific as possible is the only way to bring positive change.

Step 3: Pick Your Tactics

Choose a few smart tactics for your employee engagement strategy, be it recognition, flexible hours, or a competitive benefits package. Whatever you select, make sure you match these initiatives to your gaps. Ensure that you remain realistic without overpromising. Test one or two first, then scale. And, as always, get feedback!

Some good options could include quick "well done" emails, skill-building workshops, and open-door chats.

Step 4: Get Buy-In

Your leaders are key drivers for your company's growth, so make sure you keep them in the loop. Show them the data and potential ROI. After all, engaged teams lift profits significantly. If they're not engaged, your revenue might take a dip.

Step 5: Launch And Iterate

It's time to execute your strategy. Launch it, then assess. Is it working? You can use pulse surveys or chats to gauge the performance of your efforts. If your strategy is falling short, you can adjust. It's important to forgo rigid rules for the sake of flexibility and ensure everyone is adapting to change well.

What Impacts Employee Engagement?

Employee engagement doesn't happen overnight. Several key factors influence it. When employees feel connected to their work and workplace, they're 87% less likely to leave. But when these factors are ignored, engagement plummets. Here's what makes or breaks employee engagement.

1. Communication And Goal Setting

Clear communication is the backbone of engagement. Employees need to know what's expected of them, how their work contributes to company goals, and where they can provide input. Here's how communication impacts engagement:

• Unclear goals bring frustration
  If employees don't know what success looks like, they are more likely to miss the mark or feel lost.
• One-way communication fosters disengagement
  Empower employees so they get a voice, not just instructions.
• Regular check-ins drive motivation
  Weekly or bi-weekly one-on-ones help employees feel heard and supported.

Best Practices

• Set SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound).
• Hold town halls or team meetings to align everyone.
• Use tools like Slack or Microsoft Teams for real-time updates.

Companies with effective communication practices are 4.5x more likely to retain engaged employees.

2. Work-Life Balance

Burnout kills engagement, and if your employees feel like they're always on stand-by, productivity and morale can take a hit. The best workplaces respect personal time and encourage a balance between work and life. Signs of poor work-life balance include:

• Employees answering emails late at night.
• Frequent sick days or increased absenteeism.
• High turnover in high-stress roles.

How To Fix It

• Offer flexible work hours or remote work options.
• Encourage employees to actually use their PTO without guilt.
• Set boundaries; no late-night emails or weekend Slack messages.

Ultimately, 85% of companies that promote work-life balance are more productive.

3. Employee Recognition

A paycheck alone isn't enough, because your employees also want to feel valued for their contributions. Many employees will work harder if they feel more appreciated. Remember, recognition doesn't have to be complicated:

• A simple "thank you" goes a long way.
• "Employee of the Month" programs add a fun, competitive edge.
• Bonuses or extra perks show appreciation in a tangible way.

Best Practices

• Recognize small wins, not just big milestones.
• Make it specific (e.g., "Great job on leading that project!" vs. "Good work!").
• Encourage peer recognition so it's not just coming from managers.

4. Company Transparency

When leadership keeps employees in the dark, trust erodes. People at the lower end want to know how decisions are made and how the company is performing. Lack of transparency leads to:

• Gossip and misinformation.
• Fear and uncertainty about job security.
• Disconnection from company goals.

How To Be More Transparent

• Share company performance metrics, both good and bad.
• Involve employees in decision-making processes when possible.
• Encourage leaders to have open-door policies.

Transparency builds trust, and when employees trust leadership, engagement soars.

5. Training And Development

If employees feel stuck with no room for growth, they'll check out mentally, or even physically. Beyond skill acquisition, training also illustrates that you're invested in your staff's development. Deloitte research shows that companies with strong learning cultures have 37% higher productivity. Not to mention that comprehensive training can make your staff more loyal. However, if you skimp on professional development, your employee turnover rate can easily increase.

6. Work Benefits

Competitive salaries matter above everything else. But benefits also play a huge role in engagement. Employees who feel supported with great benefits are more committed and motivated. Here are some benefits that improve employee engagement:

• Health insurance: Employees shouldn't have to worry about medical expenses.
• Mental health support: Access to counseling or stress management resources.
• Retirement plans: Helps employees plan for their future.
• Wellness programs: Gym memberships, meditation apps, or nutrition coaching.

A great idea would be to tailor benefits to what your employees want. If your team values flexibility, for example, a work-from-home stipend might be more valuable than free snacks in the office.

7. Autonomy And Challenges

Micromanagement kills engagement. Employees need ownership over their work and the freedom to make decisions. At the same time, they thrive when they're challenged with meaningful projects. To cultivate the right balance of autonomy and challenge:

• Give employees control over how they complete their tasks.
• Assign projects that stretch their skills without overwhelming them.
• Encourage innovation by letting employees suggest new ideas or improvements.

Best Practices

• Trust employees to manage their own time and workload.
• Give them opportunities to lead projects or mentor others.
• Provide constructive feedback instead of just telling them what to do.

Starting Your Employee Engagement Strategy

Creating an effective employee engagement strategy doesn't just involve adding a few perks. It requires building an engaging workplace environment where people feel valued, motivated, and connected. Here's how to get started:

1. Define Your Goals

What does engagement mean for your company? Set clear, measurable goals like:

• Reducing turnover by 10% in a year.
• Improving employee job satisfaction scores.
• Increasing productivity and collaboration.
• Improving customer satisfaction score by 20% in the second half of the year.

2. Gather Employee Feedback

Before making changes, listen to your team. Use:

• Surveys to understand their pain points.
• One-on-one meetings for deeper insights.
• Suggestions boxes for anonymous input.

For example, if your employees state that they feel unheard, improving communication channels should be a top priority.

3. Create An Action Plan

Once you know what's missing, build a strategy that includes:

• Better communication (team meetings, transparent leadership).
• Career development (mentorship, training programs).
• Work-life balance (flexible hours, mental health support).

4. Measure And Adjust

Track progress regularly. Use engagement surveys, retention rates, and performance metrics to see what's working. An effective engagement strategy evolves with your team's needs, so start small, stay consistent, and keep improving.

What To Include In Your Employee Engagement Strategy

Any engagement strategy should start with clear communication. People need to know what's going on, whether it concerns goals, changes, or wins. Be detailed and specific. A Gallup poll says only 13% of employees think their bosses can succeed in this, so do your best to prove them wrong.

Furthermore, any high-engagement culture advocates for giving credit where it's due, so add recognition programs and call out good work often. After all, many employees work harder when they're noticed; sending that "nice job!" email or a quick shoutout to your group chat can be extremely effective.

In addition, don't forget to provide growth options through training, mentorship, or new projects. Stagnation promotes quitting, which deters overall productivity, so always ensure your employees are learning new things.

Finally, include flexibility. Everyone has a life outside of work. Ensuring your people get remote days and healthy working hours not only deters burnout but also encourages balance between work and personal time.

Let's summarize what you need:

• Weekly updates: "Here's where we stand."
• Praise: "You did great on that report!"
• Skill building: Fund courses and training programs.
• Flexibility: "Work from home on Friday if you need to."

Lastly, remember to always listen. Ask what your employees want, either through surveys or one-on-one chats, then act. This will help you create an effective strategy that delivers impactful results and keeps your employees engaged.

Examples Of Employee Engagement Strategies

Want a team that's all in? Here are some actionable ways to build engagement and maintain it.

1. Engaging Employees Starts With Onboarding

First impressions stick, and a good onboarding sets the tone. Don't just give out a handbook; make it personal by pairing your new hires with existing employees. This way, you'll make them feel welcomed and help them hit the ground running. Stats back this up as well. Glassdoor says great onboarding boosts retention by 82%, so don't mess up those vital first days.

2. Promote And Uphold Your Company's Core Values

Your organization's core values should be integrated into all aspects of your business. From onboarding to training and beyond, these ideals should be communicated and modeled from the top down. So, if teamwork matters to you and your organization, don't just paint it into your office mural; always try to act with a team-oriented mindset.

3. With Trust Comes Productivity

Trust is a vital part of relationship building between employees and a company. In this context, its polar opposite is micromanagement, which brings major consequences. If you start hovering too much, you stifle your team's performance and creativity, and their engagement levels are sure to suffer. Instead, provide them with clear goals and the right amount of direction, then step back. Trust your people to get things done.

4. Recognize Achievement Often

A little recognition often goes a long way. Call out wins regularly, whether big or small, because appreciation makes your employees work harder. Instead of having a manager who never says a word about an employee's work, even a "nice job!" note can prove much more valuable. Slack shoutouts, pizza lunches, or just "thanks" in a meeting are a very cost-efficient way to express gratitude and keep your staff's spirits high.

5. Evidence-Based Feedback

On that note, try to make your appreciation as specific as possible. That "nice job!" message is great, but something more specific would be even better. For example, tell your sales rep, "Your report saved us two hours in the meeting. Awesome work!" And, even if they make a mistake, know that feedback is always important, and that the way it's conveyed matters just as much. A 2023 Zenger Forkman study found that 92% of employees are okay with negative feedback if it's delivered well. Ultimately, feedback can bring real organizational change, so it should be provided as regularly as possible, not a few times per year.

6. Show Employees That You Listen

Prove that you're tuned in when your employees talk, instead of just nodding along and doing nothing afterwards. For example, you can run a "Monthly Listening Program" where your staff express concerns and ideas, and managers devise ways to bring them to action. The result could be impressive, with increased engagement and fewer problems in workflows and products.

7. Share Ideas

Employees want to feel like their opinions matter. Encouraging idea sharing builds a culture of innovation and inclusivity where employees become more invested in the company's success because they feel heard.

• Hold brainstorming sessions
  Create a space where employees can contribute ideas without fear of criticism.
• Implement an open-door policy
  Ensure leaders are approachable and open to employee suggestions.
• Reward great ideas
  Offer recognition, bonuses, or even small incentives for innovative contributions.

8. Emphasize Respect

Respect goes beyond mere politeness. It requires you to illustrate that you value each employee's contributions, background, and perspective. Respectful workplaces foster employee engagement, better teamwork, higher productivity, and lower turnover rates. Therefore:

• Train leaders on emotional intelligence and inclusivity.
• Encourage open and constructive communication.
• Address workplace conflicts quickly and fairly.

Studies show that employees who are recognized monthly at work are 36% more likely to say they are more productive and engaged. Respect isn't optional but a foundation for engagement.

9. Work Benefits

As we previously mentioned, a competitive salary matters greatly, but workplace benefits are just as important in keeping employees happy and engaged. Perks that support work-life balance, health, and personal growth can set your company apart.

• Flexible work hours or remote work options.
• Health and wellness programs (gym memberships, counseling services).
• Parental leave and childcare support.

For example, several notable companies offer paid volunteer days, tuition reimbursements, and generous parental leave policies to keep employees engaged and satisfied. Offering benefits beyond a paycheck shows employees they are valued for more than just their output.

10. Create A Transparent Workplace

Secrets breed mistrust, and if your team is guessing why decisions happen, they're probably not engaged. If you hide the reasoning behind major decisions, your people will lose their sense of belonging in the organization. If you tell them, "Here's where we stand and here's what we need from you," they are much more likely to stick with you. So, share the wins, the failures, and the challenges. It's best that you tell them the full story, not the PR version.

11. Pay Attention To Mental Health

Burnout should be a serious concern and not just because it kills engagement. There are severe physical and mental health consequences that accompany it. Check in on your people, instead of waiting for them to crack. You can host events like mental health days, offer counseling, or provide break rooms to keep your team as stress-free as possible. And, always encourage them to take a breather with some PTO if needed.

12. Offer Them Opportunities To Grow

Employees don't want to feel stuck. When companies support their development, they stay longer and perform better. Invest in their education with training, seminars, or certifications, and the effects will be felt across the entire organization. Establishing a company culture that promotes self-growth will encourage team members to work harder toward the company's success.

So, what can you do for your people?

• Offer mentorship programs and skill-building workshops.
• Provide tuition reimbursement for relevant courses.
• Encourage employees to apply for promotions and new roles within the company.

Championing and prioritizing growth helps employees reach their full potential.

13. Strategic Delegation

Don't just start handing off tasks and busywork to clear your own plate. Be deliberate when delegating work. These assignments should be meaningful and in alignment with your employees' strengths. When your staffers know they are up to the task at hand (literally), they are much more likely to not only successfully complete it but also to remain engaged while doing it. Contrarily, if they're up to their necks with meaningless work, they're much more likely to lose their interest and, of course, their engagement.

14. Promoting Professional Development

Stagnation has serious consequences regarding engagement, job satisfaction, and talent retention. By encouraging your people to grow through workshops, webinars, or skill building, they are much more likely to stick around. When you give them tools to upskill, is it any wonder that your company will reap the benefits of that effort in the long run? Skipping development will not just stagnate their growth but also yours.

15. Organize Team Building Activities

Work is better when people enjoy the company of their coworkers. Team-building strengthens communication, collaboration, and morale, leading to stronger connections and higher engagement.

• Plan fun outings like escape rooms or volunteer days.
• Host informal meetups, such as coffee chats or lunch-and-learns.
• Encourage cross-team projects to break silos.

The best workplaces create an environment where employees want to give their best.

Things To Consider With Employee Engagement Strategies

Engagement strategies are great, but not when they're one-size-fits-all. Here's what to keep in mind.

Tip 1: Be Realistic

Don't promise things if you can't deliver on them. Setting unrealistic goals could backfire when reality hits. Employees will know, and they will disengage when the expectations you've created don't match the outcomes they will reap. So, starting from day one of onboarding, be clear and transparent, and do not promise anything that you can't or won't do.

Tip 2: Be Flexible

Flexibility keeps people satisfied and engaged. Therefore, your engagement plan can't be rigid. Allow certain leeway if someone's juggling a big project along with a dozen other tasks. Switch deadlines when a crucial team member needs emergency time off. Only then can you really earn your employees' loyalty. If you stay rigid, you'll lose it.

Tip 3: Be Clear About Responsibilities

Don't expect emotional investment from your employees if you are not being upfront with them. Confusion kills momentum, and if no one knows who's doing what, chaos will probably reign. Be as specific and clear as possible; clarity diminishes unnecessary stress and allows your employees to feel a sense of ownership in their work.

Employee Engagement Best Practices

Keeping employees engaged takes serious effort. A motivated team needs to be built through smart, intentional actions. Let's see what those are:

1. Set The Example

You can't expect your team to care if you don't. Leaders set the tone, so if you're not present, why should they be? Employees notice when you're invested in your organization's success, so show up with energy, own your mistakes, and tackle challenges head-on.

For instance, a manager who actively works on a tough project alongside the team sends a louder message than any pep talk. Gallup's 2023 data backs this up: teams with engaged leaders are 59% less likely to burn out. Model what you wish to see in your teams.

2. Recognize Engaged Employees

People crave appreciation, so a quick "great job!" can go a long way. Better yet, make sure it's specific and includes exactly why your employee did a great job. Also, public acknowledgments, such as shoutouts in a team meeting or in your Slack channel, can work wonders in making your staff feel appreciated. For best results, tie recognition to rewards: a gift card, extra PTO, or even a handwritten note. Companies that effectively leverage recognition see 31% lower turnover, after all.

3. Keep Measuring Engagement

You can't fix what you don't track. Instead of a once-a-year employee engagement survey, try to check in regularly. Tracking employee engagement frequently helps you understand what's working and what needs tweaking.

How to measure engagement:

• Surveys: Send out pulse surveys quarterly to gauge employee sentiment.
• One-on-one meetings: Check in with employees to get direct feedback.
• Turnover rates: A spike in resignations often signals low engagement.
• Productivity metrics: Engaged employees tend to be more productive.

Tracking engagement goes beyond mere data collection. It provides you with insights to create a better workplace.

4. Establish A Feedback Loop

Listening is great, but acting on it is the real game-changer. Employees need to see that their input isn't ignored. Set up a system, collect feedback, and share what you're doing about it. For instance, if your team notes that a specific process is less streamlined than it should be, make sure to fix it and let them know. Remember: a 2022 SHRM study found that 68% of employees stick around longer when their voices are heard. You'll get much better returns if you establish a constructive feedback loop—and, of course, act on it.

5. Promote Work-Life Balance

If your team is drowning in tasks and overtime, burnout will thrive, and engagement will suffer. To achieve balance, offer flexible hours or remote days if possible. Encourage logging off after the workday officially ends, and lead by example. Don't send midnight emails. The American Psychological Association says 89% of workers at companies prioritizing balance recommend their company as a good place to work. So, you have to give them what they need if you want them to view you positively as an employer.

6. Provide Opportunities For Growth And Career Development

Most professionals will walk out the door from a workplace that doesn't serve their growth. Offer training, mentorship, or opportunities for internal mobility. It's a fact that employees stay longer when their company invests in their development and aspirations. So, do your best to keep talent in-house with the right incentives. Engagement will surely follow.

Wrapping Up

Ultimately, the steps you take in your employee engagement strategy will help you increase productivity and ensure that your employees are aligned with not only the vision you've created for your organization but with their team leaders and coworkers. You can also visit our Employee Engagement Software Directory to choose the best tools for your endeavor.

Employee Engagement Strategies FAQ

Let's address some questions about employee engagement strategies that people are curious about.