Blog How to build an employee engagement strategy that works [with examples + template] Last updated: August 13, 2025 Calculating… Disengaged employees can cause real damage to a company’s productivity and success. We understand that it can be difficult to keep your employees engaged when you don’t know where to start. However, after reading this guide you’ll be able to improve employee engagement in your organisation for your entire workforce. In this guide you’ll discover: What is employee engagement? What is an employee engagement strategy? Why is an employee engagement strategy important? What impacts employee engagement? Starting your employee engagement strategy Examples of employee engagement strategies Things to consider with employee engagement strategies What is employee engagement? Employee engagement is the emotional commitment the employee has to the organisation and its goals. This emotional commitment means engaged employees actually care about their work and their company. They don’t work just for the pay, but work on behalf of the organisation’s goals, ultimately creating more success for the company. It’s important to note that employee engagement is different from employee satisfaction. A satisfied employee will not necessarily put in extra time and effort into their company’s success, they are more likely to just get the job done with no extra effort. Recommended reading đź“–: Why is employee engagement important? [key benefits] What is an employee engagement strategy? An employee engagement strategy is about creating an environment in which engagement is more likely to flourish. Essentially, it means increasing the likelihood that employees will establish a positive emotional connection with your organisation.What actions you take will depend on your company size and budget, but focusing on the two or three most urgent areas from an employee engagement survey, is a good place to start. Before implementing tactics, a strategy helps you answer: What does our current engagement look like? What do we need to aim for? How are we going to achieve it? Why is an employee engagement strategy important? Research from Gallup indicates that companies with a highly engaged workforce are 23% more profitable. Not only does engagement make employees more productive, but they feel more inclined to recreate the value they are given. Furthermore, employees that aren’t engaged are more likely to look elsewhere for work and feel dissatisfied in their day-to-day job. Glassdoor shed further light on the issue when they outlined that 53% of employees would be confident in their ability to find another job if they left their current employment. So, if your staff don’t have a good reason to stay at their current place of work, don’t expect them to hang around. A company that supports and encourages employee engagement will ultimately be more successful and perform better overall. Here are 7 key benefits of engaging your workforce. Benefit 1: Increased productivity Reports suggest that engaged employees are 44% more productive than their peers. Employee productivity is the engine on which a business thrives. The more efficient your workforce is, the more your company will succeed. Productive employees focus on the right things at the right times. There’s very little wasted effort, and the work they do creates the results you want. Benefit 2: Greater employee retention When employees can’t utilise their strengths and don’t feel challenged at work, they’re likely to be unhappy and more likely to leave for another role. On the other hand, engaged employees don’t have a reason to look elsewhere for work as they want to see their company succeed. While it’s impossible to bring your employee retention to 100%, it’s certainly possible to create a loyal workforce where your people stay with your organisation for a prolonged time period. This all comes down to employee engagement. Benefit 3: Higher profits Research shows that highly engaged organisations have 21% higher profitability than those who are disengaged. You should always make sure you invest in your employees to keep engagement high. This will preserve the profit growth of your organisation and success will continue to increase. Benefit 4: Enhances a culture of employee engagement What is a culture of employee engagement? According to Forbes, it’s a workplace that’s “designed, first and foremost, around its company values.” Creating a culture of employee engagement requires “checking in with their employees to ensure that the company mission aligns with the ways that people currently work and the ways that they want to work.” Ideally, you want your engaged employees to present your company’s values every day at work without realising they are doing it. Appreciating some of your most engaged employees is one step towards creating a culture of engagement. Recommended reading : What is company culture? The ultimate guide Benefit 5: Greater employee loyalty Just because an employee is not actively looking for another job, that doesn’t mean they won’t leave you for another company if something better came along. Keeping all of your staff engaged and enjoying their work has more impact than day to day success. The typical cost of backfilling a role can be up to 70% of the annual salary. Introducing engagement initiatives is surely more cost effective and will help to maintain a strong company culture. When employees are engaged, they are more likely to stay with one company. This is because they care about the success of the organisation that they’re in and are challenged by their work. Benefit 6: Lower absenteeism Highly engaged workforces see 41% lower absenteeism. Taking the occasional day off can be a sign that employees are engaged. They are more likely to feel secure in their role, and they’re confident one missed day won’t affect the work to be accomplished. However, you should be concerned about engagement levels when patterns of absenteeism begin to increase. Benefit 7: Better work-life balance Engaged employees are able to have a better work-life balance. If your employees are experiencing a sense of burnout or they’re unhappy in their job, their home life will start to become affected. Oak Engage’s burnout report revealed that 70% of employees have experienced burnout at work. People who are highly engaged and happy in their job are more likely to have more energy after work and are able to switch between work and home life quite simply and easily. What impacts employee engagement? The 8 pillars There are 7 main areas that have the most impact on employee engagement. If a company falls behind on any of these areas it could have a negative impact across the company. 1. Communication and goal setting According to statistics, 57% of employees report not being given clear directions and 69% of managers are not comfortable communicating with their employees in general. Effective communication in the workplace is central to all business goals as it: Avoids confusion Provides a purpose Builds a positive company culture Creates accountability These tactics can have a really positive impact on communication: Leadership Visibility: One of the simplest ways to build trust is through leadership presence on the intranet. Encouraging leaders to spend a few minutes commenting on posts or sharing a “well done” makes them more approachable. The Power of Video: Short video profiles or Q&A sessions with leadership help employees put a face to a name, opening clearer lines of communication. Recommended reading đź“–: 25 employee engagement statistics you wouldn’t believe 2. Work-life balance Work-life balance is an important aspect of a healthy work environment. Maintaining work-life balance helps reduce stress and helps prevent burnout in the workplace. If you’re not providing flexibility in your workplace, it can lead to disengagement and a higher employee turnover. In fact, according to the State Of The Global Workplace report, actively engaged employees see a 18% decrease in staff turnover. 3. Employee recognition Employee recognition in the workplace has to be a vital part of a company’s culture. In today’s work environment, the companies with the most satisfied and engaged employees are the ones that have the best training programmes and well-skilled staff. Most of an employee’s motivation comes from getting recognised by their leadership. This means that acknowledging the link between employee recognition and effective management is key when it comes to success. Using gamification with employee recognition: Gamification can also be used to channel pride and highlight company values, making them more tangible. Every company has values but could anyone recite all of their company values? Whether through small acts of kindness or larger company-wide awards, gamification can bring company values to life in a tangible way, whether it’s looking after each other or being a team player. 4. Company transparency When transparency is added to the company culture, employees will be more engaged and committed to the vision of the company. According to a 2014 American Psychological Association Survey, 25% of employees do not trust their employer and half of them believe their employer is not upfront with them. Choosing the Right Channel: While an intranet is a primary hub for news, use it to drive employees toward interactive events like Town Halls or Q&As to ensure leadership remains transparent and accessible. 5. Training and development Providing training and development to employees allows employers to pinpoint the knowledge and skills they want their employees to have. Without a good onboarding and training strategy, workforces can become disengaged and unproductive. 6. Work benefits By adding employee benefits to an organisation, it can increase loyalty, focus and productivity, attendance and optimise recruiting efforts. 60% of employees said having a benefits package is important to their employer loyalty. 7. Autonomy More autonomy correlates to greater job satisfaction. The more control we have, the more motivated we become to sěł®d. When employees feel their managers trust them with this control, they are confident, loyal and performing. 8. Accessibility for the deskless workforce 80% of the global workforce is “deskless” (retail, healthcare, field-based). If these workers cannot access information as easily as desk-based staff, they quickly feel disconnected. Providing mobile access to company news, rotas, and payslips is a fundamental pillar of modern employee engagement. The role of technology: Employee engagement apps In a mobile-centric world, an employee engagement app acts as the digital dashboard for your organisation. Rather than using multiple unintegrated tools (one for chat, one for HR, one for news), an all-in-one engagement app ensures: Instant connectivity: Push notifications ensure frontline workers aren’t the last to hear “Breaking News.” Centralised resources: Deskless workers can access manuals or documents instantly — similar to how Halfords uses Oak to provide better customer service on the shop floor. Familiarity: Social timelines mimic the apps employees use in their personal lives, making the tech intuitive and easy to adopt. Starting your employee engagement strategy An engagement plan is a strategic process to identify and prioritise actions based on feedback. Too many companies host “Friday quizzes” and call it a strategy; a real plan addresses core problems. Step 1: Determine what you want to achieve Before gathering data, bring leaders together to discuss your specific goals. Are you seeking greater retention, boosted morale, or better inter-departmental connectivity? Step 2: Collect feedback from your staff Use anonymous pulse surveys to gain honest insight. Ensure you provide mobile and deskless support so every worker has a voice. The goal isn’t to make the organisation look good, but to make it better. 3. Review and analyse the data Focus less on the numerical scores and more on the patterns in the comments. Use this feedback as a roadmap. If scores are low, use them to identify why employees feel a certain way. 4. Implement and monitor Clearly define your action steps. For every initiative, document: Specific actions you are committing to. Who is responsible for the rollout. How success will be measured (e.g., higher retention or better survey scores). Timelines for progress reports. Examples of employee engagement strategies There is no “one size fits all” strategy; engagement is subjective and depends entirely on the unique needs of your people. However, an effective strategy and high productivity go hand in hand. To help you construct an action plan that works for your entire workforce, we have compiled eight versatile strategies that combine modern technology with essential human values. 1. Leverage AI to enhance efficiency (not replace people) AI can be a powerful engagement tool when used to remove the “grunt work” that leads to burnout. Data analysis: Use AI to identify performance trends and sentiment patterns, allowing your team to focus on high-level strategy rather than manual data crunching. Refining content: Use AI to edit and polish drafts, but ensure a human touch remains. 2. Recognise achievement often If an employee feels that their work is not properly recognised, they will quickly lose engagement. After all, what is the point of working hard if no one cares? Even a simple announcement on your company intranet or on your weekly meetings can be enough to energise an employee and make them feel valued. Management should focus on recognising employees’ achievements regularly. Simple gestures: A quick shout-out on the company intranet or a “well done” in a weekly meeting can re-energise an employee. Gamification: Use digital awards and badges to make recognition tangible and visible across the organisation. 3. Personalise the employee journey Avoid “content fatigue” by ensuring employees only see what matters to them. Curated content: Incorporate a smart feed into your employee engagement app to tailor information based on roles or interests. When employees can bypass irrelevant info, they stay engaged longer and return to your platform more frequently. 4. Create digital “Water Cooler” moments For remote or hybrid workers, social interaction doesn’t happen naturally. Creating digital spaces for non-work topics allows for the informal interaction that builds trust. Community hubs: Use these spaces to facilitate friendships—which 22% of employees say makes them more productive—and replicate the spontaneous office chats that remote work lacks. 5. Encourage feedback and show you’re listening One of the best ways to learn is by identifying hurdles at the root cause. However, asking for feedback is only half the battle; you must act on it. Encourage employee feedback to see what changes your people feel need to be made. Is there something that’s preventing your team from engaging? By identifying where hurdles are occurring at the root cause, you’ll be better placed to address them. If they feel like there are areas that need improvement, encourage them to highlight and provide feedback. It might be something as straightforward as simplifying work processes or creating a digital space for collaboration and thought processing. Without asking, you won’t know. Without knowing, you can’t make the necessary changes. Hearing the opinions of the very people you are actively encouraging to engage with your company is the first step to making your business a workplace built for your people and not the other way around. Feedback loops: If there are concerns or complaints, management should propose and act on solutions immediately. Ownership: When employees see their suggestions—like simplifying a work process—implemented, they feel the workplace is built for them, not just around them. 6. Increase transparency with regular updates Don’t work on engagement “behind the scenes.” Transparency builds a culture of honesty and openness. According to Trade Press Services, 85% of employees are most motivated when management offers regular updates on company news. The benefits of workplace transparency are: Everyone is on the same page Better performance management Improved company performance and goal setting Strengthened workplace culture Improved communication Increased employee engagement The importance of transparency in the workplace cannot be overstated. With so many powerful benefits, achieving a culture of honesty and openness between leadership, managers and employees should be every leader’s top priority. 7. Streamline tools to prevent “App Fatigue” Having too many unintegrated communication tools is confusing, especially for deskless workers. All-in-one solutions: Aim for a single platform for news, chats, social interaction, and recognition. A streamlined experience makes it easier for employees to stay involved without the friction of switching between multiple applications. 8. Emphasise respect and individual strengths Respect the unique value each employee brings to the table. Play to your employees’ strengths and support their weaknesses. Potential: By treating both an employee’s work and their opinion with visible respect, you allow them to develop their skill set while the company benefits from their full potential. 21 employee engagement ideas Strategic foundations Devise a proper engagement strategy: Don’t skip straight to tactics. Assess your specific needs first to create a solid foundation. Plan to support a dynamic workforce: Ensure your tools connect on-site, remote, and deskless workers equally. Map out the culture you want: Define your desired culture clearly so it can guide your strategy and future recruitment. Define vision and values: Only 48% of UK employees are aware of their company’s vision. Display your values prominently on your intranet homepage to build familiarity. Create a strong internal brand: A strong brand identity gives employees a sense of belonging and differentiates your organisation. Leadership and communication Lead by example: Leadership must embody the culture. Use the intranet to post blogs, share updates, and be visible. Encourage an “open door” policy: Create an environment where employees feel comfortable speaking with managers and leaders at any time. Tailor your communication approaches: Be adaptable. Recognise that different generations in your workforce prefer different channels, from email to instant messaging. Acknowledge company issues: Honesty is a top contributor to happiness. Be upfront about company challenges as well as victories to build trust. Increase transparency: Regular news updates from management keep everyone on the same page and motivated. Employee voice and feedback Actively encourage employee feedback: Use surveys and digital suggestion boxes to ensure employees feel their input matters. Measure employee engagement: Collect and visualise data from polls to keep your strategy flexible and effective. Take suggestions on board: Be open to change. The best engagement ideas often come from the employees who use the systems every day. Show employees that you listen: When concerns are raised, propose and act on solutions immediately to prevent disengagement. Recognition and development Recognise employee achievements and milestones: Organisations with high recognition enjoy 14% better engagement. Celebrate work anniversaries and project wins publicly. Celebrate company success: When the business wins, make it a collective victory on the company news feed. Encourage learning and development: 70% of employees would leave for a company that invests more in upskilling. Delegate time for self-development. Give employees access to information: Reduce the 20% of time workers waste searching for info by providing a centralised knowledge base. Social and culture building Actively involve new recruits: Welcome new starters on day one by announcing them on the intranet and organising welcome events. Make space for social interaction: Facilitate friendships through community hubs and informal messaging groups. 66% of workers with work friends report higher satisfaction. Organise team events: Keep camaraderie alive with regular in-person or virtual social events, like monthly quizzes or drinks. Things to consider with employee engagement strategies Now that you’ve figured out what’s working for your organisation and what you need to improve, it’s time to develop your employee engagement strategy and put it into action. However, there are things to consider when implementing an effective employee engagement strategy. Take a look at our top tips for success: Tip 1: Be realistic It’s important to understand that creating great employee engagement is a process and you may miss the mark on a few strategies every now and then. You should set realistic standards for your employees and outline any specific goals you want to achieve when possible. For example, if communication is an issue, you should strive to implement more one-to-one meetings with your workforce. Tip 2: Be flexible You won’t find the perfect strategy for your company straight away, so always be open minded when it comes to new ideas. Make sure you’re regularly monitoring employee engagement and analysing the data alongside it to find out what works for your employees and what doesn’t. Tips 3: Be clear about responsibilities Make sure you know who’s responsible for what before you get started. You won’t get anywhere in the way of improving employee engagement if you don’t clearly delegate responsibilities to the right individuals and keep track of their progress. In order to successfully get your strategy off the ground, you need to involve the key people from the start. Deciding to improve your employee engagement strategy will impact your employee engagement levels massively. If you need proof, check out our 25 employee engagement statistics you wouldn’t believe.
Disengaged employees can cause real damage to a company’s productivity and success. We understand that it can be difficult to keep your employees engaged when you don’t know where to start. However, after reading this guide you’ll be able to improve employee engagement in your organisation for your entire workforce. In this guide you’ll discover: What is employee engagement? What is an employee engagement strategy? Why is an employee engagement strategy important? What impacts employee engagement? Starting your employee engagement strategy Examples of employee engagement strategies Things to consider with employee engagement strategies
What is employee engagement? Employee engagement is the emotional commitment the employee has to the organisation and its goals. This emotional commitment means engaged employees actually care about their work and their company. They don’t work just for the pay, but work on behalf of the organisation’s goals, ultimately creating more success for the company. It’s important to note that employee engagement is different from employee satisfaction. A satisfied employee will not necessarily put in extra time and effort into their company’s success, they are more likely to just get the job done with no extra effort. Recommended reading đź“–: Why is employee engagement important? [key benefits]
What is an employee engagement strategy? An employee engagement strategy is about creating an environment in which engagement is more likely to flourish. Essentially, it means increasing the likelihood that employees will establish a positive emotional connection with your organisation.What actions you take will depend on your company size and budget, but focusing on the two or three most urgent areas from an employee engagement survey, is a good place to start. Before implementing tactics, a strategy helps you answer: What does our current engagement look like? What do we need to aim for? How are we going to achieve it?
Why is an employee engagement strategy important? Research from Gallup indicates that companies with a highly engaged workforce are 23% more profitable. Not only does engagement make employees more productive, but they feel more inclined to recreate the value they are given. Furthermore, employees that aren’t engaged are more likely to look elsewhere for work and feel dissatisfied in their day-to-day job. Glassdoor shed further light on the issue when they outlined that 53% of employees would be confident in their ability to find another job if they left their current employment. So, if your staff don’t have a good reason to stay at their current place of work, don’t expect them to hang around. A company that supports and encourages employee engagement will ultimately be more successful and perform better overall. Here are 7 key benefits of engaging your workforce. Benefit 1: Increased productivity Reports suggest that engaged employees are 44% more productive than their peers. Employee productivity is the engine on which a business thrives. The more efficient your workforce is, the more your company will succeed. Productive employees focus on the right things at the right times. There’s very little wasted effort, and the work they do creates the results you want. Benefit 2: Greater employee retention When employees can’t utilise their strengths and don’t feel challenged at work, they’re likely to be unhappy and more likely to leave for another role. On the other hand, engaged employees don’t have a reason to look elsewhere for work as they want to see their company succeed. While it’s impossible to bring your employee retention to 100%, it’s certainly possible to create a loyal workforce where your people stay with your organisation for a prolonged time period. This all comes down to employee engagement. Benefit 3: Higher profits Research shows that highly engaged organisations have 21% higher profitability than those who are disengaged. You should always make sure you invest in your employees to keep engagement high. This will preserve the profit growth of your organisation and success will continue to increase. Benefit 4: Enhances a culture of employee engagement What is a culture of employee engagement? According to Forbes, it’s a workplace that’s “designed, first and foremost, around its company values.” Creating a culture of employee engagement requires “checking in with their employees to ensure that the company mission aligns with the ways that people currently work and the ways that they want to work.” Ideally, you want your engaged employees to present your company’s values every day at work without realising they are doing it. Appreciating some of your most engaged employees is one step towards creating a culture of engagement. Recommended reading : What is company culture? The ultimate guide Benefit 5: Greater employee loyalty Just because an employee is not actively looking for another job, that doesn’t mean they won’t leave you for another company if something better came along. Keeping all of your staff engaged and enjoying their work has more impact than day to day success. The typical cost of backfilling a role can be up to 70% of the annual salary. Introducing engagement initiatives is surely more cost effective and will help to maintain a strong company culture. When employees are engaged, they are more likely to stay with one company. This is because they care about the success of the organisation that they’re in and are challenged by their work. Benefit 6: Lower absenteeism Highly engaged workforces see 41% lower absenteeism. Taking the occasional day off can be a sign that employees are engaged. They are more likely to feel secure in their role, and they’re confident one missed day won’t affect the work to be accomplished. However, you should be concerned about engagement levels when patterns of absenteeism begin to increase. Benefit 7: Better work-life balance Engaged employees are able to have a better work-life balance. If your employees are experiencing a sense of burnout or they’re unhappy in their job, their home life will start to become affected. Oak Engage’s burnout report revealed that 70% of employees have experienced burnout at work. People who are highly engaged and happy in their job are more likely to have more energy after work and are able to switch between work and home life quite simply and easily.
What impacts employee engagement? The 8 pillars There are 7 main areas that have the most impact on employee engagement. If a company falls behind on any of these areas it could have a negative impact across the company. 1. Communication and goal setting According to statistics, 57% of employees report not being given clear directions and 69% of managers are not comfortable communicating with their employees in general. Effective communication in the workplace is central to all business goals as it: Avoids confusion Provides a purpose Builds a positive company culture Creates accountability These tactics can have a really positive impact on communication: Leadership Visibility: One of the simplest ways to build trust is through leadership presence on the intranet. Encouraging leaders to spend a few minutes commenting on posts or sharing a “well done” makes them more approachable. The Power of Video: Short video profiles or Q&A sessions with leadership help employees put a face to a name, opening clearer lines of communication. Recommended reading đź“–: 25 employee engagement statistics you wouldn’t believe 2. Work-life balance Work-life balance is an important aspect of a healthy work environment. Maintaining work-life balance helps reduce stress and helps prevent burnout in the workplace. If you’re not providing flexibility in your workplace, it can lead to disengagement and a higher employee turnover. In fact, according to the State Of The Global Workplace report, actively engaged employees see a 18% decrease in staff turnover. 3. Employee recognition Employee recognition in the workplace has to be a vital part of a company’s culture. In today’s work environment, the companies with the most satisfied and engaged employees are the ones that have the best training programmes and well-skilled staff. Most of an employee’s motivation comes from getting recognised by their leadership. This means that acknowledging the link between employee recognition and effective management is key when it comes to success. Using gamification with employee recognition: Gamification can also be used to channel pride and highlight company values, making them more tangible. Every company has values but could anyone recite all of their company values? Whether through small acts of kindness or larger company-wide awards, gamification can bring company values to life in a tangible way, whether it’s looking after each other or being a team player. 4. Company transparency When transparency is added to the company culture, employees will be more engaged and committed to the vision of the company. According to a 2014 American Psychological Association Survey, 25% of employees do not trust their employer and half of them believe their employer is not upfront with them. Choosing the Right Channel: While an intranet is a primary hub for news, use it to drive employees toward interactive events like Town Halls or Q&As to ensure leadership remains transparent and accessible. 5. Training and development Providing training and development to employees allows employers to pinpoint the knowledge and skills they want their employees to have. Without a good onboarding and training strategy, workforces can become disengaged and unproductive. 6. Work benefits By adding employee benefits to an organisation, it can increase loyalty, focus and productivity, attendance and optimise recruiting efforts. 60% of employees said having a benefits package is important to their employer loyalty. 7. Autonomy More autonomy correlates to greater job satisfaction. The more control we have, the more motivated we become to sěł®d. When employees feel their managers trust them with this control, they are confident, loyal and performing. 8. Accessibility for the deskless workforce 80% of the global workforce is “deskless” (retail, healthcare, field-based). If these workers cannot access information as easily as desk-based staff, they quickly feel disconnected. Providing mobile access to company news, rotas, and payslips is a fundamental pillar of modern employee engagement.
The role of technology: Employee engagement apps In a mobile-centric world, an employee engagement app acts as the digital dashboard for your organisation. Rather than using multiple unintegrated tools (one for chat, one for HR, one for news), an all-in-one engagement app ensures: Instant connectivity: Push notifications ensure frontline workers aren’t the last to hear “Breaking News.” Centralised resources: Deskless workers can access manuals or documents instantly — similar to how Halfords uses Oak to provide better customer service on the shop floor. Familiarity: Social timelines mimic the apps employees use in their personal lives, making the tech intuitive and easy to adopt.
Starting your employee engagement strategy An engagement plan is a strategic process to identify and prioritise actions based on feedback. Too many companies host “Friday quizzes” and call it a strategy; a real plan addresses core problems. Step 1: Determine what you want to achieve Before gathering data, bring leaders together to discuss your specific goals. Are you seeking greater retention, boosted morale, or better inter-departmental connectivity? Step 2: Collect feedback from your staff Use anonymous pulse surveys to gain honest insight. Ensure you provide mobile and deskless support so every worker has a voice. The goal isn’t to make the organisation look good, but to make it better. 3. Review and analyse the data Focus less on the numerical scores and more on the patterns in the comments. Use this feedback as a roadmap. If scores are low, use them to identify why employees feel a certain way. 4. Implement and monitor Clearly define your action steps. For every initiative, document: Specific actions you are committing to. Who is responsible for the rollout. How success will be measured (e.g., higher retention or better survey scores). Timelines for progress reports.
Examples of employee engagement strategies There is no “one size fits all” strategy; engagement is subjective and depends entirely on the unique needs of your people. However, an effective strategy and high productivity go hand in hand. To help you construct an action plan that works for your entire workforce, we have compiled eight versatile strategies that combine modern technology with essential human values. 1. Leverage AI to enhance efficiency (not replace people) AI can be a powerful engagement tool when used to remove the “grunt work” that leads to burnout. Data analysis: Use AI to identify performance trends and sentiment patterns, allowing your team to focus on high-level strategy rather than manual data crunching. Refining content: Use AI to edit and polish drafts, but ensure a human touch remains. 2. Recognise achievement often If an employee feels that their work is not properly recognised, they will quickly lose engagement. After all, what is the point of working hard if no one cares? Even a simple announcement on your company intranet or on your weekly meetings can be enough to energise an employee and make them feel valued. Management should focus on recognising employees’ achievements regularly. Simple gestures: A quick shout-out on the company intranet or a “well done” in a weekly meeting can re-energise an employee. Gamification: Use digital awards and badges to make recognition tangible and visible across the organisation. 3. Personalise the employee journey Avoid “content fatigue” by ensuring employees only see what matters to them. Curated content: Incorporate a smart feed into your employee engagement app to tailor information based on roles or interests. When employees can bypass irrelevant info, they stay engaged longer and return to your platform more frequently. 4. Create digital “Water Cooler” moments For remote or hybrid workers, social interaction doesn’t happen naturally. Creating digital spaces for non-work topics allows for the informal interaction that builds trust. Community hubs: Use these spaces to facilitate friendships—which 22% of employees say makes them more productive—and replicate the spontaneous office chats that remote work lacks. 5. Encourage feedback and show you’re listening One of the best ways to learn is by identifying hurdles at the root cause. However, asking for feedback is only half the battle; you must act on it. Encourage employee feedback to see what changes your people feel need to be made. Is there something that’s preventing your team from engaging? By identifying where hurdles are occurring at the root cause, you’ll be better placed to address them. If they feel like there are areas that need improvement, encourage them to highlight and provide feedback. It might be something as straightforward as simplifying work processes or creating a digital space for collaboration and thought processing. Without asking, you won’t know. Without knowing, you can’t make the necessary changes. Hearing the opinions of the very people you are actively encouraging to engage with your company is the first step to making your business a workplace built for your people and not the other way around. Feedback loops: If there are concerns or complaints, management should propose and act on solutions immediately. Ownership: When employees see their suggestions—like simplifying a work process—implemented, they feel the workplace is built for them, not just around them. 6. Increase transparency with regular updates Don’t work on engagement “behind the scenes.” Transparency builds a culture of honesty and openness. According to Trade Press Services, 85% of employees are most motivated when management offers regular updates on company news. The benefits of workplace transparency are: Everyone is on the same page Better performance management Improved company performance and goal setting Strengthened workplace culture Improved communication Increased employee engagement The importance of transparency in the workplace cannot be overstated. With so many powerful benefits, achieving a culture of honesty and openness between leadership, managers and employees should be every leader’s top priority. 7. Streamline tools to prevent “App Fatigue” Having too many unintegrated communication tools is confusing, especially for deskless workers. All-in-one solutions: Aim for a single platform for news, chats, social interaction, and recognition. A streamlined experience makes it easier for employees to stay involved without the friction of switching between multiple applications. 8. Emphasise respect and individual strengths Respect the unique value each employee brings to the table. Play to your employees’ strengths and support their weaknesses. Potential: By treating both an employee’s work and their opinion with visible respect, you allow them to develop their skill set while the company benefits from their full potential.
21 employee engagement ideas Strategic foundations Devise a proper engagement strategy: Don’t skip straight to tactics. Assess your specific needs first to create a solid foundation. Plan to support a dynamic workforce: Ensure your tools connect on-site, remote, and deskless workers equally. Map out the culture you want: Define your desired culture clearly so it can guide your strategy and future recruitment. Define vision and values: Only 48% of UK employees are aware of their company’s vision. Display your values prominently on your intranet homepage to build familiarity. Create a strong internal brand: A strong brand identity gives employees a sense of belonging and differentiates your organisation. Leadership and communication Lead by example: Leadership must embody the culture. Use the intranet to post blogs, share updates, and be visible. Encourage an “open door” policy: Create an environment where employees feel comfortable speaking with managers and leaders at any time. Tailor your communication approaches: Be adaptable. Recognise that different generations in your workforce prefer different channels, from email to instant messaging. Acknowledge company issues: Honesty is a top contributor to happiness. Be upfront about company challenges as well as victories to build trust. Increase transparency: Regular news updates from management keep everyone on the same page and motivated. Employee voice and feedback Actively encourage employee feedback: Use surveys and digital suggestion boxes to ensure employees feel their input matters. Measure employee engagement: Collect and visualise data from polls to keep your strategy flexible and effective. Take suggestions on board: Be open to change. The best engagement ideas often come from the employees who use the systems every day. Show employees that you listen: When concerns are raised, propose and act on solutions immediately to prevent disengagement. Recognition and development Recognise employee achievements and milestones: Organisations with high recognition enjoy 14% better engagement. Celebrate work anniversaries and project wins publicly. Celebrate company success: When the business wins, make it a collective victory on the company news feed. Encourage learning and development: 70% of employees would leave for a company that invests more in upskilling. Delegate time for self-development. Give employees access to information: Reduce the 20% of time workers waste searching for info by providing a centralised knowledge base. Social and culture building Actively involve new recruits: Welcome new starters on day one by announcing them on the intranet and organising welcome events. Make space for social interaction: Facilitate friendships through community hubs and informal messaging groups. 66% of workers with work friends report higher satisfaction. Organise team events: Keep camaraderie alive with regular in-person or virtual social events, like monthly quizzes or drinks.
Things to consider with employee engagement strategies Now that you’ve figured out what’s working for your organisation and what you need to improve, it’s time to develop your employee engagement strategy and put it into action. However, there are things to consider when implementing an effective employee engagement strategy. Take a look at our top tips for success: Tip 1: Be realistic It’s important to understand that creating great employee engagement is a process and you may miss the mark on a few strategies every now and then. You should set realistic standards for your employees and outline any specific goals you want to achieve when possible. For example, if communication is an issue, you should strive to implement more one-to-one meetings with your workforce. Tip 2: Be flexible You won’t find the perfect strategy for your company straight away, so always be open minded when it comes to new ideas. Make sure you’re regularly monitoring employee engagement and analysing the data alongside it to find out what works for your employees and what doesn’t. Tips 3: Be clear about responsibilities Make sure you know who’s responsible for what before you get started. You won’t get anywhere in the way of improving employee engagement if you don’t clearly delegate responsibilities to the right individuals and keep track of their progress. In order to successfully get your strategy off the ground, you need to involve the key people from the start. Deciding to improve your employee engagement strategy will impact your employee engagement levels massively. If you need proof, check out our 25 employee engagement statistics you wouldn’t believe.
