55 Actionable Employee Engagement Ideas for Your Organization
- Published: April 23, 2021
- Updated: May 16, 2024
Engaging employees remains crucial for organizations to foster a motivated and productive workforce.
As companies strive to enhance their work environments and cultivate a culture of commitment and enthusiasm, they continually seek innovative and effective employee engagement strategies.
From creative recognition programs to flexible work arrangements and professional development opportunities, this article explores various ideas that help businesses increase job satisfaction and loyalty, thereby boosting overall performance and retaining top talent.
Each suggestion is tailored to meet diverse employee needs and create a vibrant, supportive workplace where everyone feels valued and inspired.
What are the best ideas for increasing employee engagement?
- Identify the drivers of employee engagement
- Create an engaging onboarding experience
- Give continuous feedback to your employees
- Show recognition and appreciation
- Have effective, open communication
- Prioritize work-life balance
- Invest in employee development
- Don’t micromanage
- Celebrate professional and personal milestones
- Create a welcoming work environment
- Engage in team-building activities outside the workplace
- Provide easy access to information
- Set up an active anonymous feedback system
- Promptly act on employee feedback
- Invest in employee wellness programs
- Offer flexibility in working hours and locations
- Build spaces for socializing and recreation
- Allow employees to define their own roles
- Express genuine trust, respect, and gratitude
- Ask employees for opinions and advice
- Encourage volunteerism
- Hire well-rounded managers
- Show appreciation through meaningful gifts
- Encourage employees to work on “pet projects”
- Get to know employees on a personal level
- Create a success roadmap
- Involve employees in the hiring process
- Conduct regular brainstorming sessions
- Host “Lunch and Learn” sessions
- Incorporate gamification in the workplace
- Start hobby clubs for employees
- Allow for lateral career moves
- Conduct “stay” meetings with employees
- Conduct social events and special days
- Build a good knowledge-sharing system
- Show employees how they contribute to the company’s growth
- Promote diversity and inclusion in the workplace
- Set up a buddy system in place for new hires
- Encourage employees to take time off
- Refresh workplace seating arrangements regularly
- Facilitate cross-training for your employees
- Establish a clear vision for the future
- Establish leadership pipelines
- Set constant challenges
- Consider a 20% program
- CSR (Corporate Social Responsibility) strategies
- Do a strengths assessment
- Interview employees to create internal communications videos
- Leadership office hours
- Spend time with employees
- Measure output, not input
- Lead by example
- Dan Pink’s three conditions for motivation
- Help foster meaningful working relationships
Top 55 Employee Engagement Ideas To Try In 2024
Here are some easy and effective ways to boost employee engagement in your organization.
1. Identify the drivers of employee engagement
Identifying the drivers of employee engagement allows organizations to tailor their efforts to meet their workforce’s specific needs and motivations.
Employers can implement targeted initiatives that resonate with employees by understanding what factors—such as meaningful work, recognition, growth opportunities, and a positive work environment—most significantly impact engagement.
This personalized approach leads to higher satisfaction, increased motivation, and a stronger commitment to the company. Moreover, by continuously assessing and addressing these drivers, organizations can adapt to changing employee expectations and maintain a dynamic, engaged, and productive workforce over time.
2. Create an engaging onboarding experience
Onboarding is the first step in the employee engagement lifecycle. A new hire’s experience on their first day sets their mindset for the rest of their employment. Effective employee onboarding improves employee engagement, increases employee productivity, and ultimately leads to a higher retention rate.
Make your new hire feel welcome and supported from the very first day with these employee engagement ideas:
- Use a comprehensive employee onboarding checklist to walk new hires through the company’s processes.
- Encourage employees to contribute ideas or feedback early in their employment.
- Establish clear performance expectations.
- Create a strong internal social network that promotes company culture.
- Implement a digital adoption platform such as Whatfix to personalize your employee onboarding process via in-app guidance, contextual walkthroughs, and self-help support.
3. Give continuous feedback to your employees
Improve employee engagement by encouraging your team to share feedback on how the organization can improve and make areas of opportunity clear for employees wanting to improve in their roles.
Here are a few ways to gather and share feedback with your employees:
- Workplace chatbots: Chatbots ask questions tailored to your organization and follow up directly with employees on reported concerns.
- Manager one-on-ones: Regular check-ins between employees and their managers can create consistent opportunities to align on goals, find areas of improvement, and talk through roadblocks that employees or projects might be experiencing.
- Anonymous employee surveys: Conducting anonymous employee feedback surveys encourages honesty and makes employees feel more confident and open about their feedback.
Remember, don’t simply collect employee feedback — really listen to what employees are saying and take action to let them know their input is valuable.
4. Show recognition and appreciation
Employees can quickly become disengaged if they feel like they’re invisible. Lack of recognition is one of the top reasons employees consider leaving their employer.
Building a culture of employee recognition and appreciation is one of the most important ways an organization can improve employee engagement. When people feel valued for their work, they are motivated to keep delivering and feel inspired to work harder.
Below is an example of how we recognize hard work and great team members at Whatfix with our “Cheers Mate” Slack channel.
Acknowledging and recognizing your employees’ hard work shouldn’t just be a once-in-a-year practice but an everyday habit. Even a simple “thank you” can go a long way.
Another great example of brands practicing employee recognition for better engagement is Southwest Airlines. The company features employees who perform above and beyond in their roles across various public channels to acknowledge their pride and appreciation for everything they do. On a weekly basis, the CEO gives a shout-out to publicly praise employees deserving of recognition for their efforts at work. Southwest’s magazine also features employees each month who give recognition in a similar fashion.
Here are some suggestions for your organization to show employee appreciation and recognition:
- Develop a rewards system
- Post a message on your company portal
- Publicly acknowledge an employee’s achievements
- Recognize your star employees on social media
- Hosting an employee appreciation day
- Encouraging peer-to-peer recognition
5. Effective, open communication
The most effective way to keep your employees engaged, focused, and motivated is to constantly communicate with them. However, maintaining constant communication is difficult — especially if teams work remotely or in varying time zones and locations.
To improve employee engagement, create multiple communication channels for employees to connect with their team members and managers. Providing video conferencing tools, instant messaging platforms, and other apps to improve collaboration can make communication easier.
When it comes to communicating and keeping employees engaged, leaders must:
- Conduct regular meetings with their employees.
- Help employees understand the business goals and strategy.
- Provide information and feedback on performance.
- Inform employees how their role fits into the organization’s future direction.
- Encourage the sharing of ideas or any challenges.
- Listen to employees to make them feel an important part of the organization.
6. Prioritize work-life balance
Work-life balance is essential for sustainable employee engagement. When employees have the freedom and flexibility to invest time and energy into maintaining a positive life outside of work, those benefits (including a calmer mind and stronger physical and mental health) can translate into the workplace.
Encourage flexible hours, telecommuting, and allowing employees to work when and where they feel most productive. Give your team time off to enjoy time with their family and encourage them to pursue hobbies or interests outside of work.
7. Invest in employee development
Providing new skills training and enabling professional development is one of the most practical employee engagement ideas to boost your engagement rates. When employers invest in their employees, provide tuition reimbursements, or allow them to attend online classes during work hours, it encourages them to stay loyal to the organization and invest in its mission in return.
Offering employee development opportunities through digital technology or online training can provide flexible schedules for employees to develop their skills in a timeframe that suits their schedule. On-demand training and in-the-moment-of-need support can ensure employees get the development they need at the right time.
A robust platform for successful training content development and delivery is imperative for companies. Modern training and support technologies like the one provided, such as what we provide at Whatfix, empower companies to redefine how their employees and application users learn. Using Whatfix as your training software empowers employees to upskill themselves on the latest tools, applications, or processes without disrupting their workflow and productivity. These platforms offer step-by-step tutorials, real-time guidance, and personalized assistance to provide your employees with an interactive, user-friendly learning experience.
8. Don't micromanage
You cannot engage your employees by restricting their freedom of work. Micromanaging can be damaging to your business. Employees need to be encouraged to work independently and develop ways to solve problems and engage with their work.
Although it is important for managers to provide clear direction and guidance for their employees, employees must be encouraged to perform independently while seeking support when needed. Not only does this improve employees’ skills and independence, but it also increases morale.
9. Celebrate professional and personal milestones
Recognizing life milestones such as birthdays, weddings, and parenthood is a great way to show your employees that they are valued and cared for. It fosters a sense of community and shows support for their lives outside of the office.
When employees feel genuinely appreciated and recognized for their achievements, they can feel more connected to the organization and want to add more value to the company.
10. Create a welcoming work environment
A positive and vibrant workplace can lead to happier, more motivated employees. When they’re excited to spend time in the office (or to connect with their team virtually), they’ll be more likely to give their best.
In a physical office, ensure employees can access necessities such as snacks, beverages, and clean, comfortable workspaces. But creating a welcoming work environment is important virtually as well. Give employees the tools they need to work productively from home and encourage communication and connection throughout the workday.
11. Engage in team building activities outside the workplace
Hosting activities outside the workplace helps employees interact more personally, strengthening mutual trust and goodwill. Team building activities foster a sense of community and belonging within the team, encouraging them to contribute in the workplace too — and being friends with your team can just make going to work more fun.
Here are some ideas for team-building activities to consider:
- Team lunches
- Nature hikes
- Volunteer events
- Charitable events
- Virtual games
- Happy hour gatherings
- Company retreats
12. Provide easy access to information
When tasks are easier to complete, it’s easier to keep the momentum going. Giving your employees easy access to the information they need can boost productivity and keep engagement high.
This accessibility can be facilitated through well-organized internal knowledge bases, collaborative tools, and streamlined communication channels that ensure all team members, regardless of location or department, can find and utilize critical business insights and operational data with ease.
Quickly retrieving information saves employees precious time and energy to help them make informed decisions at work. With better access to knowledge and a better ability to make decisions, they will be better supported to excel in their career and feel more fulfilled by their work.
13. Set up an anonymous active feedback system
If an employee has an issue with someone they work with every day or even their direct supervisor, it can be difficult to know how to raise a concern in a way that feels safe. An anonymous feedback system gives employees an opportunity to express their frustrations anonymously without the fear of judgment.
Anonymous, unfiltered feedback can help a company see problems or challenges in a better light so they can deal with them proactively. Team members can raise concerns or point out red flags in a way that encourages leaders to take action without becoming deeply involved in the process.
You can collect anonymous feedback by sending out regular surveys or even set up an open form that employees can use to submit feedback as they need to.
14. Promptly act on employee feedback
While it is essential that a company gathers employee feedback regularly, it is even more important to take constructive steps upon receiving this feedback. Taking prompt action on feedback makes employees feel understood, valued, and respected for their inputs. Taking action facilitates a two-way dialogue, which can boost engagement significantly.
15. Invest in employee wellness program
Physical and emotional wellbeing are important factors in how well an employee performs on the job. Corporate wellness programs can help employees create a healthy lifestyle with a holistic focus on their physical and mental health, creating a win-win situation for employers and employees.
Employee wellness programs can come in many forms. Access to a workplace gym or fitness center, discounts or reimbursement for local gyms, counseling services, and subscriptions to wellness apps are all great options. Encourage the use of wellness programs through competitions or offering incentives for those that take advantage of the benefit.
16. Flexible working hours
Unless an employee needs to be face-to-face with other team members or customers, most jobs can be done at any time or location. Giving employees who can work flexible hours the option to do so can help them better manage their work-life balance and lead to more engagement at work.
Employees can cater to family needs or external responsibilities without impacting their job performance. They’re able to work when and where they’re most productive, so they can get more done in less time and with less stress.
Consider adopting a hybrid workplace model for a better balance of in-office and remote work, as well as an unlimited PTO policy to give your employees enough time away from their work to recharge.
17. Build spaces for socializing and recreation
Not every moment at work needs to be spent working. When employees are encouraged to socialize, play around a little bit, or just take a break away from their desks, they can return to their work feeling refreshed and more productive.
Specially-designed break rooms or areas can help employees step away from stressful work moments to refresh themselves, connect with workplace buddies, or recharge when they need it. Adding some mentally stimulating furniture, puzzles and games, or decor can give an added boost.
18. Allow employees to define their own roles
More employers are allowing their employees to self-define their responsibilities. Giving employees a chance to personalize their job descriptions allows for greater employee accountability and involvement at the workplace.
Instead of asking employees what to do, letting an employee speak for themselves boosts morale significantly. It allows employees to focus on their strengths and perform the kind of work they are good at.
19. Express genuine trust, respect and gratitude
Employees give their best when they feel trusted, respected, and valued for their contributions. Expressing gratitude when a team member shares ideas or input encourages them to stay engaged and can lead to long-term trust with the company.
Trust isn’t always earned easily in the workplace. Delegating important responsibilities, keeping employees well-informed, encouraging feedback, and avoiding micromanagement are good ways to foster trust and mutual respect at the workplace.
20. Ask employees for opinions and advice
No matter where an employee falls on the hierarchical ladder, they want to feel like they’re a genuine part of the team. Asking for their opinions on business decisions can make them feel involved and valued and lead to investment in the outcome.
A bottom-up system of incorporating organizational changes can spur employee engagement. Give out questionnaires and surveys to employees to understand their concerns and opinions on the change. Inviting employees to be a part of the change early in the process can bring about a sense of entitlement and reduce resistance, with employees being more welcoming towards the change.
21. Encourage volunteerism
Coming together as a team for the greater good can work wonders to boost employee retention. Participating in volunteer programs helps employees leverage their skills and strengths to make a difference in the community.
Volunteer as a group or encourage employees to take time off work to participate in a volunteer program. Spending time supporting the community can improve satisfaction and self-worth, which can make employees more confident in their jobs.
22. Hire well-rounded managers
Managers have the power to make or break their teams’ engagement levels. Great managers know how to get their employees involved and excited about work, while a bossy manager can be enough to send a great employee running.
Holding managers to a high standard can help improve engagement across the organization. Whether you’re hiring from external candidates or you’re looking internally, put people in managerial roles who know how to encourage, mentor, and keep their team members motivated. They play a major role in keeping employee esteem high, understanding the needs of your team, and driving the team’s productivity and performance.
23. Show appreciation through meaningful gifts
Thoughtful gifts act as a physical representation of your appreciation. Saying “thank you” with items that align with the company’s mission is a great way to show employees you care about them and recognize their hard work, encouraging them to stay engaged on the job.
Try giving a regular gift for holidays, work anniversaries, personal or professional milestones, or even just when a major project is complete.
Here are some gift-giving ideas:
- Gift cards: Thank employees for working hard, attending a conference, or otherwise going the extra mile with a gift card or stipend.
- Company swag: Giving away free sweatshirts, coffee mugs, pens, notebooks, and other swag items with the company logo not only boosts brand recognition, but also makes employees feel like they’re a part of a team.
- Food: Host an in-office party or serve deserts to celebrate major milestones.
- Bonuses: You can’t go wrong with a monetary gift.
24. Encourage employees to work on “pet projects”
A “pet project,” or an internal side project unrelated to the employee’s day-to-day activities, can promote creativity and prevent your team from getting bored with their work. It also encourages collaboration among team members who might not get a chance to work together naturally.
The pet project can help employees learn something new and exciting outside the bounds of their work and thus impact overall job satisfaction levels. It encourages an entrepreneurial spirit, and gives them an opportunity to explore, further their skills, and indulge in something that may benefit the company in the long run.
25. Get to know employees on a personal level
Employees want to feel comfortable being their true selves while at work. To have a company culture that translates into strong employee engagement, you need to get to know your team on an individual level.
Approaching employees as humans and not as mere resources can increase loyalty and overall satisfaction levels. When companies take the effort to understand employees on a personal level, it helps them better recognize individual strengths, talents, and limitations.
Here are some ideas for strengthening employee connections:
- Encourage team members to talk about their life outside of work, including hobbies, family members, and friends
- Host social events where work topics aren’t the center of conversation
- Ask questions and follow up on the responses, such as how a new hobby is going or what they did on their vacation
It’s important to remember that your team isn’t obligated to share their life outside of work. If they don’t seem receptive to chatting about what they’re up to in their free time, it’s best to let it go. It’s okay to keep conversations surface level.
26. Create a success roadmap
Creating a success roadmap for employees provides a clear, structured path for career development and goal achievement within the company. By outlining specific milestones and objectives tailored to each employee’s role and potential career trajectory, a success roadmap offers a personalized guide that aligns individual aspirations with organizational goals. This not only motivates employees by giving them a sense of direction and purpose but also encourages their commitment and loyalty as they can clearly see how their efforts contribute to larger business outcomes.
Additionally, such roadmaps foster regular dialogue between employees and managers about career progression, expectations, and development needs, enhancing transparency and support within the workplace. This strategy empowers employees to take charge of their growth and actively engage with their work and the company’s future, leading to higher job satisfaction and retention rates.
27. Involve employees in the hiring process
When hiring new team members, it’s important to see how they’ll mesh with existing employees. Getting your current team involved in selecting the right candidate for a job shows you’re approaching hiring as a group effort that ultimately impacts everyone.
It can also prove that you find their insight and opinion valuable to the future success of the company.
In addition to improving employee self-esteem, adding an employee to the interview panel brings a whole new level of perspective during the hiring process. It helps employees understand the hiring process better and reconnect with the expectations of their employer.
28. Conduct regular brainstorming sessions
Regular brainstorming sessions engage employees to share their thoughts and ideas and contribute openly to the future direction of a company or project. Not only does this give the company a better understanding of where employees stand, but employees get a low-stakes opportunity to share their views.
Brainstorming sessions should be low-pressure meetings, but should also have tangible outcomes. If you’re just holding a meeting but then not taking any action or walking away with insight you can use, they can start to feel like a waste of time.
To make your brainstorming session as productive as possible, have a dedicated focus that you share with your team before the meeting starts. Encourage all team members to research and come up with ideas they’d like to share (and make sure to give them time in their day to do so), and end the meeting with actionable steps you’re going to implement.
29. Host "Lunch and Learn" sessions
Lunch and learn sessions help your teams grow both professionally and personally. Sharing ideas over lunch helps teams bond better and, in turn, build a stronger work culture. These sessions serve as platforms to interact on a deeper level with colleagues, and assist in understanding and appreciating each other’s roles.
Encourage employees to host their own session on a topic they enjoy — even if it isn’t work-related. Letting your team discuss their interests or hobbies can help foster stronger connections between employees that lead to better workplace friendships.
30. Incorporate gamification in the workplace
Incorporating gamification into the workplace is an innovative strategy that transforms traditional work tasks into more enjoyable and interactive experiences. By applying game-design elements like point scoring, competitions, and achievement badges to non-game contexts, gamification boosts motivation and enhances employee involvement. It taps into the natural human desires for competition and achievement, making mundane tasks more exciting and rewarding.
This approach not only increases productivity by encouraging employees to reach specific goals but also fosters a sense of camaraderie and fun within the team. Gamification creates an environment where progress is visibly recognized and celebrated, providing continuous feedback and incentives, which are key drivers of employee engagement and satisfaction.
Additionally, gamification in corporate training can be a particularly effective training method, where interactive and competitive learning sessions improve knowledge retention and encourage active participation.
31. Start hobby clubs for employess
Hobby clubs or social groups, such as a book club or a running group, help bring your workforce together in ways that appeal to their unique interests, allowing them to build deeper work relationships with team members they might not get to engage with regularly.
Encourage employees to start groups of their own based on their unique interests. Establish time during the workday that these groups can get together or give clubs flexibility to participate in their activities during normal business hours. For example, a book club might choose to meet over lunch, or a running group might end the day early once a week to go on a group run.
32. Allow for lateral career moves
Allowing employees to change the course of their careers through a lateral move can help them find a role they thrive in, where their productivity is higher, and they’re more satisfied in their jobs. It keeps strong employees within the organization and helps improve employee retention.
Encourage employees to pursue interests related to different departments and give them the flexibility to try something new in low-pressure ways. For example, if an employee expresses interest in a lateral move, set them up with a shadowing opportunity to get a feel for what day-to-day responsibilities look like to someone already in the role they’re considering.
If they choose to make that transition, the organization wins by retaining a strong employee and saving money on hiring costs. Plus, the employee can bring their past knowledge and experience into the new role, potentially leading to better outcomes and successes.
33. Conduct "stay meetings"
A “stay” interview gives employees an opportunity to have an honest discussion about their challenges, pain points, and satisfaction levels while still at the organization. In contrast to an “exit” interview, a stay interview helps ensure employees are taken care of and engaged in their current role.
Stay interviews should be held regularly, during annual reviews or even quarterly check-ins. But as with other feedback-focused meetings, you’ll want to ensure you walk away from stay interviews with actionable steps. Your employees need to feel like they’re being heard and understood.
34. Conduct social events and special days
Social events encourage employees to have some fun at work. It boosts happiness, promotes personal connection, and gives employees a chance to blow off some steam, but it can also get the creative juices flowing.
Social events can include everything from team lunches to company retreats — but don’t feel like every event needs to be expensive or pre-planned. A spontaneous after-work happy hour or catered lunch during a busy week can be just as beneficial.
35. Build a good knowledge-sharing system
A strong knowledge management strategy can make a world of difference in employees’ lives — especially for new hires. A tremendous amount of information and knowledge is shared among team members every day, so keeping it all stored on a universally accessible knowledge base or internal wiki can make employees’ jobs easier and reduce stress.
Team members can more efficiently collaborate with one another or support each other through their challenges or roadblocks, improving productivity and ultimately saving the company money.
36. Show employees how they contribute to company's growth
Each individual wants to feel like they’re making a difference in the company’s growth. Demonstrating the outcomes of each employee’s input can be an enlightening experience and help create a sense of ownership in employees.
When an employee sees how their work impacts the business, they’re more motivated to work harder and make a difference. Seeing the big picture can also give employees a sense of direction and teamwork and give meaning to their day-to-day tasks.
37. Promote diversity and inclusion in the workplace
A diverse and inclusive workplace can majorly impact how engaged teams are. Prioritizing a diverse workforce that is welcoming of all individuals can promote a safe environment where team members feel comfortable being themselves.
Diversity and inclusion initiatives need to be more than a hiring initiative. Establish a code of conduct for employees to ensure your workspace is safe and welcoming for all. Outline what types of behavior are expected and what won’t be tolerated — and then be sure to live by those promises. For people trying to step out of the set boundaries, take appropriate measures to rectify the situation.
38. Set up a buddy system for new hires
Setting up an onboarding buddy system in place for new hires can make a big difference in their onboarding experience as it fosters a sense of belonging and support for new hires from their first day. By pairing newcomers with experienced colleagues, the system provides personalized guidance and immediate access to organizational knowledge, helping new employees acclimate more quickly and confidently.
This personal connection helps reduce anxiety, enhance job satisfaction, and encourage open communication. Moreover, it cultivates a culture of collaboration and mentorship, leading to stronger team dynamics and higher overall morale.
39. Encourage employees to take time off
Sometimes, the best way to stay engaged at work is to take a break from it. Encouraging employees to use their time off to relax and recharge can allow them to come back to work stronger than before.
In addition to using their allotted time away or unlimited PTO, reward hard-working employees with extra breaks when necessary. Half days during the summer, an extra day off surrounding a holiday, or an impromptu early dismissal during a slow day can give employees an unexpected (but welcome) break. For longer-tenured employees, implement a sabbatical policy.
40. Refresh workplace seating arrangements regularly
Reshuffling seating arrangements occasionally can be a good way to encourage collaboration and communication at the workplace. Sharing space with different sets of colleagues can be a welcome change and help foster new workplace friendships. Additionally, employees are not confined to the same corner of the office for years and have the chance to explore other areas.
41. Facilitate cross training
Cross-training is a fantastic tool for strengthening teams and building competencies across your organization. Regularly training employees for skills outside their scope of work helps them understand and appreciate the contribution of other team members at the workplace.
Cross-training also reduces the dependency on a single team member, ensuring that the job is easily handled in case of absence or emergency. Employees feel more confident when they can learn multiple skills, boosting their morale and satisfaction levels.
42. Establish a clear vision for the future
Establishing a clear vision for the future gives employees a sense of purpose and direction. When employees understand the organization’s long-term goals and mission, they can see how their individual roles contribute to larger objectives, which enhances their sense of value and motivation.
A well-communicated vision fosters alignment and unity, encouraging employees to work collaboratively towards common goals. This clarity helps build trust in leadership, demonstrating a committed and strategic approach to the company’s growth and success. Consequently, employees are more likely to feel inspired, engaged, and invested in their work, increasing productivity and retention.
43. Establish leadership pipelines
Establishing leadership pipelines demonstrates a company’s commitment to employee growth and development. By creating clear paths for advancement, employees are motivated to enhance their skills and performance, knowing their efforts can lead to future leadership opportunities. This proactive investment in employees fosters a sense of loyalty and value, as they see tangible evidence of the company’s dedication to their professional growth.
Moreover, leadership pipelines ensure a continuous supply of well-prepared leaders, maintaining organizational stability and driving long-term success. This approach not only boosts individual engagement but also cultivates a culture of continuous improvement and ambition within the organization.
44. Use technology to enable continuous learning
Using technology to enable continuous learning empowers employees to develop their skills and knowledge at their own pace and convenience. Modern learning platforms provide access to many resources, such as interactive courses, webinars, and virtual training sessions, which can be tailored to individual learning styles and career goals. This accessibility to continuous learning opportunities keeps employees engaged, motivated, and aligned with the latest industry trends and organizational objectives, fostering a culture of growth and innovation.
Whatfix is an ideal learning technology partner to drive engagement and create a better employee experience with its digital adoption platform.
Whatfix enables employees with contextual in-app guidance, interactive walkthroughs, and performance support in the flow of work. With Whatfix reduce time-to-proficiency for new hires, support employees at the moment of need with contextual help, communicate process change and company news with in-app notifications, and more.
Whatfix makes it easy for employees to learn new software and processes directly within their workflow. Its personalized learning paths and real-time assistance ensure employees can quickly acquire the necessary skills without disrupting productivity.
By seamlessly integrating learning into daily tasks, Whatfix enhances user engagement, reduces training costs, and accelerates the adoption of new technologies, thereby driving overall organizational efficiency and effectiveness.
Software clicks better with Whatfix's digital adoption platform
Enable your employees with in-app guidance, self-help support, process changes alerts, pop-ups for department announcements, and field validations to improve data accuracy.
45. Set constant challenges
Setting constant challenges for employees is a highly effective employee engagement strategy because it stimulates their drive for achievement and personal growth. Employees who are challenged regularly are encouraged to step out of their comfort zones, develop new skills, and push their boundaries. This ongoing process of tackling and overcoming obstacles keeps work exciting and dynamic, preventing monotony and fostering a sense of accomplishment.
Additionally, it highlights the company’s belief in the employees’ capabilities, boosting their confidence and morale. By continually setting new challenges, organizations create a vibrant, performance-oriented culture that motivates employees to strive for excellence and remain deeply engaged in their work.
46. Consider a 20% program
Google famously introduced the idea of a 20% program, which empowers employees to spend a portion of their work time on projects they are passionate about, fostering creativity, innovation, and personal fulfillment. This autonomy allows employees to explore new ideas and develop skills beyond regular responsibilities, increasing job satisfaction and motivation.
The opportunity to work on diverse and meaningful projects breaks the monotony of routine tasks, making work more enjoyable and stimulating. This approach benefits employees by promoting professional growth and satisfaction and drives innovation and potential breakthroughs for the organization.
47. CSR (Corporate Social Responsibility) strategies
Corporate Social Responsibility (CSR) strategies align the company’s values with social and environmental causes that employees care about, creating a sense of purpose and pride in their work. When employees see their company actively contributing to the community, promoting sustainability, and practicing ethical behavior, they feel more connected and committed to the organization.
CSR initiatives, such as volunteering opportunities and sustainability programs, provide employees with meaningful ways to contribute beyond their regular job roles. These initiatives foster a positive work environment, increase job satisfaction, and boost morale. This alignment of personal and corporate values engages employees and attracts and retains talent, driving overall organizational success.
This was true for Advanced Micro Device (AMD)’s “green teams”—groups of eco-minded employees who work together to reduce waste in the cafeteria, save energy, and save water. When asked whether contributing to a cause while they’re at work improved their commitment and level of engagement to their core job function, 96% of the employees agreed.
48. Conduct a strengths assessment
Identifying and leveraging employees’ strengths, allows them to align their roles and tasks with what they excel at and enjoy. This personalized approach increases job satisfaction, as employees feel valued and understood, and it boosts confidence and motivation when they can regularly use their strengths.
By focusing on what employees do best, companies can enhance productivity, foster professional growth, and create a more positive and engaging work environment, leading to higher levels of commitment and reduced turnover.
49. Interview employees for internal communication videos
Interviewing employees allows them to share their insights, experiences, and successes, fostering a sense of recognition and belonging. This participatory approach makes employees feel valued and heard, promoting transparency and inclusivity within the organization.
The videos can highlight diverse perspectives, showcase achievements, and provide relatable role models, which boosts morale and motivation. Additionally, such videos can improve internal communication by making information more accessible and engaging, ultimately creating a more connected and motivated workforce.
50. Provide access to leadership with office hours
Leadership office hours provide a dedicated time for employees to interact directly with senior leaders, fostering open communication and building trust. This accessibility allows employees to voice concerns, share ideas, and seek guidance, which makes them feel valued and heard.
Direct interaction with leadership can demystify company goals and strategies, creating a more transparent and inclusive workplace culture. These sessions can also provide leaders with valuable insights into employee sentiments and operational challenges, enabling more informed decision-making. Ultimately, leadership office hours enhance engagement by promoting a culture of collaboration, transparency, and mutual respect.
51. Dedicate time to bond with your employees
Spending time with employees fosters strong interpersonal relationships and builds trust between staff and management. When leaders and managers actively engage with their teams through regular interactions, informal conversations, and team activities, it creates a more inclusive and supportive work environment. This personal attention makes employees feel valued and understood, increasing their job satisfaction and loyalty.
Additionally, it allows management to gain firsthand insights into employee needs and concerns, enabling more responsive and empathetic leadership. Such interactions can break down hierarchical barriers, encourage open communication, and enhance overall morale and motivation within the workplace.
52. Measure output, not input
Measuring output instead of input focuses on the quality and results of work rather than the working hours, empowering employees with greater autonomy and flexibility. This results-oriented approach encourages employees to take ownership of their tasks and find efficient, innovative ways to achieve their goals. It fosters a culture of trust and accountability, as employees feel recognized for their contributions rather than just their efforts.
53. Lead by example
Leading by example sets a standard for behavior, work ethic, and values that employees can emulate, fostering a culture of integrity and commitment. When leaders demonstrate dedication, transparency, and a strong work ethic, it inspires employees to adopt similar attitudes and behaviors.
This alignment between leadership actions and organizational values builds trust and respect, making employees feel more connected to the company’s mission and more motivated to contribute. Moreover, leaders who model the behaviors they expect from their teams create a positive and supportive work environment, enhancing morale, collaboration, and overall engagement.
54. Utilize Dan Pink’s three conditions for motivation
Dan Pink’s three conditions for motivation—autonomy, mastery, and purpose—address core psychological needs that drive satisfaction and performance.
Autonomy gives employees control over their work, fostering a sense of ownership and intrinsic motivation. Mastery encourages continuous learning and development, allowing employees to improve their skills and achieve progress and competence. Purpose connects their roles to a larger mission, imbuing their work with meaning and significance.
Together, these conditions create a work environment where employees feel empowered, capable, and aligned with the organization’s goals, leading to higher engagement, commitment, and productivity.
55. Foster meaningful working relationships
Strong interpersonal relationships improve communication, trust, and teamwork, making it easier for employees to collaborate effectively and resolve conflicts. These connections provide emotional support, reducing stress and increasing job satisfaction.
When employees form bonds with their colleagues, they are more likely to feel a sense of belonging and loyalty to the organization. This sense of community and mutual respect not only boosts morale and motivation but also encourages employees to be more invested in their work and committed to the company’s success.
Best Employee Engagement Software Tools
The right software can help employees stay more engaged at work. Here are some of the best communication, survey, and recognition tools to consider:
1. Communication tools
- Slack: Slack is the most common, well-crafted, and flexible messaging communication tool used by remote teams. Its private or open chat channels, reminder settings, searchable archives, and numerous Slackbots enhance instant communication within a team.
- Microsoft Teams: Microsoft Teams enables communication by chat messages in private or group conversations, or by voice calls and video meetings. Teams can even share pictures, files, and documents right within the app.
- Zoom: Zoom makes it easy to hold everything from one-one-one video meeting to large webinars or conferences.
2. Feedback and survey tools
- SurveyMonkey: SurveyMonkey is a free survey tool that lets you customize questionnaires so you can learn what’s working (and what’s not) directly from your team.
- Connecteam: Connecteam is an all-in-one employee engagement app that helps boost engagement and streamline communication so you can analyze your team’s feedback and review insights to improve your business in real-time.
- Zoho Survey: Use Zoho Survey to create your own survey, share it with your employees on social media or through email, and get a customized report on the results.
3. Employee recognition tools
- Bonusly: Bonusly is an online platform for rewarding, recognizing, and generally celebrating your employees. It enables everyone to recognize anyone. Peers can recognize each other, managers can recognize direct reports, and so on and so forth.
- Blueboard: Blueboard prioritizes experiences over meaningless rewards. Employees can choose from at-home experiences or real-life adventures, including at-home sommelier courses to hiking trips.
- Snappy: Snappy makes sending gifts to all your employees easy. Recipients can choose the chosen gift, or exchange it for something they’ll enjoy more — so you never have to worry about a gift going to waste.
Create a more engaging employee experience that supports your workforce with contextual in-app guidance and real-time support with Whatfix’s digital adoption platform (DAP).
With Whatfix, reduce time-to-proficiency on mission-critical software and achieves new levels of productivity and proficiency through better software adoption and frictionless digital experiences.
How does it work? Whatfix empowers real estate organizations to:
- Create in-app Flows and Task Lists that guide employees step-by-step through digital processes and applications during new hire onboarding and during times of transition or change.
- Enable employees with Self Help, providing a searchable help wiki that connects to all your help and support documentation, training, etc. – providing support at the moment of need.
- Notify employees of application process updates, compliance changes, company announcements, and more with Pop-Ups and Beacons.
- Provide contextual Smart Tips that enable employees with timely information that nudges the to take the correct in-app action.
- Use Field Validation to ensure data is entered in full, in the correct format.
- Collect employee feedback such as eNPS, training and onboarding feedback, change projects, and bug identification with In-App Surveys.
- Analyze end-user behavior with User Actions and Enterprise Insights by tracking custom in-app events to optimize user journeys, segment users into cohorts, identify areas of friction, and more.
Whatfix empowers a data-driven approach to employee engagement and digital adoption by analyzing user experiences with behavioral analytics and custom event tracking. This identifies areas of user friction in your processes and employee experiences, allowing you to create contextual journeys across different end-user segments. Use Whatfix’s no-code editor to create in-app guidance, nudges, queues, and support that overcome these friction areas.
With Whatfix, you can understand how technology is being used and what is being underused, to create more engaging, effective employee training and support experiences.
To learn more about Whatfix, schedule a free demo with us today!
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