Employee engagement reflects the commitment, dedication, and energy team members bring to their roles, stemming from a strong emotional connection to their colleagues and their work.
In organizations that champion innovative employee engagement ideas, employees don’t just clock in and out; they take the initiative, follow through on tasks, and enthusiastically support their teammates.
Modern workers expect more from their employers than ever, and while employers seem to be trying to meet this need, it’s clear they’re often missing the mark; with nearly 70% of employees reporting feeling disconnected from their jobs, something’s got to give.
Gartner defines engaged employees as those who feel energized, find purpose in their work, and feel empowered to make meaningful contributions. As Millennials and Gen Z increasingly dominate the workforce, this kind of engagement is becoming even more important.
Team members who feel energized and excited are 31% more likely to remain with their organization and contribute significantly more.
In this article, we’ll explore effective employee engagement ideas that go beyond team lunches. These engagement ideas are tailored for the modern workforce, helping you cultivate an environment where team members thrive, feel valued, and are motivated to deliver exceptional results.
Diversity in the workplace goes far beyond just checking a box; when you bring together individuals of various genders, ethnicities, sexual orientations, ages, and experience levels, you create an ecosystem of perspectives that can propel your organization forward.
Though often used interchangeably, there are differences between diversity, inclusion and belonging. Diversity is the representation of different people in an organization, inclusion is ensuring that everyone has an equal opportunity to contribute, and belonging is ensuring that everyone feels safe to bring their full selves to work.
In an inclusive culture, employees are more likely to share their unique ideas with colleagues and managers.
If a team consists of individuals with similar backgrounds and experiences, it can lead to a limited range of ideas during brainstorming sessions. But when you mix things up with people who have diverse knowledge bases and viewpoints, you’re much more likely to generate creative solutions and inventive ideas.
Retention hinges on inclusion as well. If employees feel that their ideas and contributions are undervalued or ignored, they’re likely to seek opportunities elsewhere.
Creating a diverse and inclusive environment doesn’t just enhance employee performance and foster innovation; it can also boost your bottom line. Research from McKinsey & Company reveals that organizations in the top quartile for executive-level gender diversity are 25% more likely to experience above-average profitability than those in the lowest quartile. Furthermore, companies with high ethnic and cultural diversity are 36% more profitable than their least diverse counterparts. When leaders prioritize bringing on people of different genders, ethnicities, and cultural backgrounds, it can really pay off.
Employees are no longer willing to settle for jobs that don’t fulfill their desire for deeper connections, radical flexibility, personal growth, holistic well-being, and shared purpose—elements Gartner refers to as “The Human Deal.”
By prioritizing these aspects, organizations can create a modern workplace that engages employees and inspires them to thrive:
Workplaces are becoming increasingly complex, shaped by diverse employee backgrounds and evolving values. With a growing emphasis on collaboration and community, leaders must adapt their strategies to create a positive employee experience that boosts engagement and innovation.
To maximize each team member's potential, leaders must embrace the complexities of today’s global workforce. The outdated management principles behind employee value propositions (EVPs) no longer suffice. Short-term tactics to address long-term systemic challenges in the future of work won’t cut it.
Gone are the days when employees worked solely for a paycheck. Today’s workforce craves acknowledgment, growth opportunities, and the ability to bring their authentic selves to work. They want meaningful relationships with their employers and a sense of purpose in their roles. Organizations that overlook these desires risk higher employee turnover as workers seek environments that align with their values.
In our post-pandemic reality, employees are reevaluating their career choices and assessing how their workplaces support them beyond financial compensation. The next generation of workers is motivated by their morals and values, and how their workplace treats them and others. This shift calls for a commitment to diversity, equity, and inclusion within organizations.
A diverse workplace means cultivating teams that reflect various genders, races, nationalities, abilities, and sexual orientations. Equity ensures that all employees have fair access to resources and opportunities, while inclusivity fosters a sense of belonging. When employees feel valued and supported, trust and motivation flourish, leading to greater employee engagement.
As Caitlin Duffy, Research Director in Gartner’s HR practice, states, “The intent to leave or stay in a job is only one of the things that people are questioning as part of the larger human story we are living.” This “Great Reflection” highlights the need for organizations to deliver genuine value and purpose to their employees.
Investing in employee engagement can make a world of difference. When you invest in engagement, it sparks a positive chain reaction that transforms the entire work environment. Employees who feel valued and recognized are more productive, loyal, and excited to collaborate.
Below, we expand on some of the top benefits of employee engagement and its overall effect on the workplace.
Employee engagement and happiness can be seen as two sides of the same coin. While HR and employers use the term "engagement," employees usually measure their job satisfaction by how positive they feel, what we typically refer to as “happiness” or satisfaction.
Having friendly relationships with coworkers can act as a buffer against stress and anxiety. When employees are engaged and feel their work has a purpose, they’re more likely to be open to these kinds of connections. In turn, they collaborate more, build stronger connections, and enjoy a more positive experience overall.
Engagement and profitability are a perfect match. Research shows that companies with an engaged team are 18% more productive and 23% more profitable than those with low engagement. Plus, they see a 10% boost in customer satisfaction and 41% fewer product defects. Engaged employees are motivated to deliver top-notch work and tackle problems before they even arise.
Engaged team members are more likely to stick around because they’re excited about the impact their work is making. According to Gallup, companies with high engagement have up to 43% less turnover — meaning all the effort you put into your hiring and onboarding process will pay off in the long term.
When employees feel engaged and excited about the difference their work makes, they’re much more likely to stick around. In fact, Gallup found that companies with high engagement see up to 43% less turnover, meaning all the effort you put into your hiring and onboarding process will pay off in the long run.
When employees feel comfortable discussing job-related concerns or issues with managers, supervisors, or executives, it fosters a sense of trust and support. Engaged employees know their voice matters, which strengthens transparency and boosts morale.
This open communication also allows management to address challenges — like work assignments or interpersonal conflicts — before they escalate, leading to more productive and harmonious working relationships.
Employee engagement promotes better mental health by creating a work environment where employees feel supported, valued, and connected. Engaged employees tend to experience more daily enjoyment and fewer negative emotions like stress, anger, and loneliness.
A company culture that encourages open communication — not just about successes but also struggles — demonstrates genuine care for employees' well-being, resulting in a healthier, more positive workforce.
Engaged employees feel valued when their efforts are celebrated.
Different types of employee recognition contribute to a culture where success is consistently recognized, and employees are engaged. Whether it’s through direct feedback, recognition in meetings, or written notes, gratitude is a game-changer.
Employee engagement plays a key role in creating an inclusive atmosphere where everyone feels welcome, safe, and free to be themselves. When employees feel valued by their teams and managers and are actively included in decision-making, it strengthens the sense of belonging. By focusing on diversity, equity, and inclusion (DEI) as part of your engagement strategy, you not only enhance your company culture but also boost your bottom line.
With several generations now in the workplace, it’s essential to recognize that each group has its own values and priorities. Understanding these differences will help you create an employee engagement strategy that resonates with everyone.
A multi-generational workforce offers immense benefits, from a wealth of knowledge and skills to opportunities for mentoring across age groups. However, engaging employees effectively means acknowledging their unique perspectives and experiences.
Generation X seeks strong leaders who lead by example and tackle challenges head-on, emphasizing the importance of role models in the workplace. Meanwhile, Millennials crave a connection to a common purpose.
A recent survey conducted by Deloitte confirms that 20% of Millennials and Gen Zers have already changed jobs to better align with their environmental values, and another quarter plan to do so in the future. They also actively research the environmental practices of companies they purchase from and are willing to pay more for sustainable products.
Generation Z is poised to make up nearly one-third of the workforce by 2025, prioritizing skill development, salary transparency, and companies that support diversity and inclusion.
Gen Z tends to lean toward working from home, and it makes sense when you factor in that one in five of them have never worked in-office. They’re serious about working from home, with 70% willing to seek new employment if required to work in the office full-time.
While retirement benefits may be on most employers’ radars, insights from a recent McKinsey survey reveal that nearly a quarter of Gen Z respondents do not expect to retire at all, and only 41% expect to own a home one day. This is important to note as retirement or housing-related incentives are likely to be less appealing for this generation.
So, what do they want?
For one, mental health services.
55% of 18- to 24-year-olds report having received a diagnosis or treatment for a mental illness. Members of this age group are also the most likely to report being unable to afford mental health services, citing a lack of access to affordable mental health services as a significant barrier to their well-being.
With that in mind, here are some tips to help you effectively engage each generation.
Gen Xers value strong leadership and authenticity. They prefer leaders who can dive into challenges and provide practical solutions. To engage this group:
Millennials seek meaningful work and connection. They want to know their contributions align with a larger purpose. Ways to engage millennials in the workplace include:
Gen Zers are digital natives who prioritize transparency, flexibility, and mental health. To engage this tech-savvy group:
With a solid understanding of generational differences between employees, you’re better equipped to identify which employee engagement ideas are right for your workforce. Now, let’s take a look at some employee engagement ideas specifically for in-house teams.
During the pandemic, many employees experienced work without the daily costs—financial, time, and energy—of commuting to the office. This experience hasn’t been forgotten, and post-pandemic, there’s a strong desire to maintain hybrid or remote work models permanently.
If you’re planning to bring employees back, your approach could make all the difference.
According to Gartner’s recent report on the future of work trends in 2024, 63% of employers increased the number of required days in the office in the last 12 months.
Employees are now more aware of the costs of returning to the office, prompting discussions about who should bear these costs. With many employees believing they can perform their jobs just as well remotely, a return to office mandate can provoke pushback. Organizations need to consider the cost of in-person work when developing return-to-office (RTO) strategies.
Here are two ways to address these costs:
As you consider your RTO strategy, keep these points in mind:
You might also consider implementing supportive measures to get on your employees’ good side. Things like caregiving benefits, housing subsidies, or on-site childcare can help employees feel supported while navigating the complexities of returning to the office.
While not all employees may be parents, many, particularly Millennials and Gen Z, are likely devoted to their pets. Statista reports that 87 million American households include a pet, with the American Pet Products Association (APPA) noting that 32% of Millennials, 27% of Gen Xers, and 16% of Gen Zers own pets.
Introducing a pet-friendly policy in the workplace can significantly enhance employee recruitment and improve employee retention, particularly in a multigenerational workforce. Allowing pets in the office not only creates a more engaging and productive environment, but it can also lead to greater employee satisfaction. According to the HABRI report, over 90% of employees in pet-friendly workplaces report feeling fully engaged, compared to just 65% in pet-free environments.
With such high rates of pet ownership, many employees would likely appreciate the chance to save on pet care costs. Additionally, they may be more inclined to stay late if they don’t have to rush home to tend to their furry companions.
Embracing a pet-friendly atmosphere not only caters to employees’ personal lives but also contributes positively to workplace culture and retention.
Changing up the work environment can do wonders for team dynamics.
Think back to your school days—walking into a new classroom was intimidating, especially if you didn’t know anyone.
The same goes for the workplace. People are naturally social and want to feel connected to those around them. When colleagues form bonds, you’ll notice laughter and conversations filling the office, easing any tension.
You can foster these connections with team-building activities. Whether it's grabbing lunch, testing your knowledge with trivia, or collaborating on an escape room challenge, bringing employees together outside the office allows them to connect on a personal level and build relationships.
Encouraging these interactions can break up the routine, spark creativity, and improve communication. As employees become more comfortable with one another, communication naturally improves. Instead of needing to prompt them to share ideas or ask questions, they’ll start doing it on their own.
Data from Gallup shows that having friends at work is a key factor in employee engagement and job success. Employees who have a best friend at work are significantly more likely to:
Organizations that focus on work/life balance — like offering remote work options or flexible schedules — tend to attract and keep top talent. When employees feel valued and see that their well-being is a priority, they’re more likely to stick around.
Imagine this: Sarah, a marketing specialist, is juggling tight deadlines at work while trying to make time for her family and hobbies. When her company allows her to work flexible hours, she can pick up her kids from school and enjoy a yoga class in the evenings. This balance makes her happier and more productive at work. She comes back refreshed and full of creative ideas, which benefits her team and the company as a whole.
On the flip side, if a company doesn’t support a balanced approach, it can lead to burnout. When employees feel overwhelmed, their engagement dips, which can hurt team dynamics and the overall vibe of the workplace.
"Employees who play together stay together."
As highlighted in BrightHR's It Pays to Play report, the integration of fun and play at work is increasingly important. Beyond enhancing the bottom line, play positively impacts overall business dynamics.
Michelle Lee, partner and managing director at IDEO North America, emphasizes that a thoughtful approach to play can transform workplaces into more dynamic environments:
“As we return to the office, many traditional practices may no longer be effective. This shift presents a unique opportunity to embrace play. While the concept of ‘work’ often suggests a single path with a defined right answer, this can create pressure and hinder exploration. In contrast, play encourages freedom to experiment and discover diverse solutions, often resulting in more innovative outcomes that help organizations adapt to changing circumstances.”
According to Deloitte’s 2024 Gen Z and Millennial Survey, 75% of Gen Z and millennials say that a company's community involvement and impact on society are important when choosing a potential employer.
There are a number of ways volunteering benefits employees:
To maximize the impact of volunteering on employee engagement:
By prioritizing community engagement and facilitating employee volunteering, you can make a positive impact and boost employee engagement.
Health and wellness initiatives focus on enhancing the physical and mental well-being of employees, which can lead to reduced stress, improved health, and greater focus.
Some examples of ways you can implement health and wellness in your organization:
Incorporating wellness and mindfulness activities creates a healthier, more balanced work environment, benefiting your business and employees alike.
Whether your team is spread across different time zones or working from home, it’s still essential that they feel valued and engaged. While engaging distributed teams can be a challenge, it’s also a great opportunity to get creative and strengthen connections. Here are some employee engagement ideas to keep hybrid and remote employees engaged, no matter where they work.
Bringing a new employee on board isn’t cheap. According to the Society for Human Resource Management (SHRM), the cost to find and onboard a new employee ranges from $7,500 - $28,000, including job board fees, background checks, and training. Soft costs — such as lost productivity — can account for up to 60% of the total hiring cost.
To add insult to injury, 31% of new hires quit within six months.
A strong onboarding process helps new team members understand the company’s goals and how they fit into the bigger picture, boosting engagement and empowerment from day one. Employees want to know their role has purpose and that they’re contributing to the company’s success.
As time-management coach Anna Dearmon Kornick points out, engaging employees starts during recruitment. “The hiring process is your first chance to find candidates who align with your company’s values. Use onboarding to inspire recent hires to take ownership of the company’s mission right from the start.”
To get onboarding right, Kornick recommends focusing on the four C’s: compliance (rules and regulations), clarification (job expectations), culture, and connections. Personalize welcome packets, cover essential paperwork and training, share your company values and assign mentors to help new hires feel supported from the start.
When you’re working with a distributed workforce, it can be easy to forget to show your appreciation, but that doesn’t make it any less important. A Harvard Business Review study found that employees with managers who excel at recognition are 40% more engaged than those with less supportive managers.
BambooHR identifies four key types of recognition:
These gestures make team members feel valued, boosting job satisfaction and retention.
Employees respond differently to different types of recognition, so it’s a good idea to try to cover all your bases. Here are some engaging ways to appreciate your remote staff:
Consider adding a mentorship program to your onboarding process or as an ongoing benefit. It gives new hires someone they can turn to for advice in a casual, one-on-one setting, making it easier to ask questions they might not want to bring up with their manager. It’s also a great way to help them understand the company culture.
Tailoring mentorship to individual needs ensures employees have the resources they need to thrive long-term.
For instance, women face unique challenges in the workplace, such as gender bias and work-life balance struggles. Women in leadership roles who’ve experienced these issues can be invaluable mentors to younger female employees.
Take Randstad’s WIN Mentorship Program, which pairs mentors and mentees with similar goals for growth. They meet monthly to discuss challenges, plan actions, and track progress. Programs like these boost learning and retention, with mentors seeing a 20% higher retention rate.
Without daily in-person interactions, it can be difficult to gauge employee sentiment and detect subtle shifts in company culture. Over time, this can negatively impact overall happiness and erode productivity.
Employee engagement tools can help you understand the workplace atmosphere and collect employee feedback.
Here are a few benefits of using engagement tools:
Project management tools, chat applications, video conferencing services, and team calendars can all help keep hybrid and remote teams connected, improving communication, trust, and engagement.
If the last few years have taught us anything, it’s that not everyone works in the same way.
In the post-pandemic workplace, there are dedicated office-goers and those who would rather clock in from the comfort of home, and a whole spectrum in between. To satisfy each employee's individual needs, a flexible approach is needed.
When you give team members the power to customize their schedules or work remotely, they feel empowered and in control of their work-life balance. This freedom not only lifts employee morale but also drives productivity.
According to Deloitte's marketplace survey, a whopping 94% of respondents enjoy the benefits of work flexibility, with many noting that it reduces stress and improves mental health. This adaptability helps employees juggle their professional responsibilities and personal lives, leading to greater employee job satisfaction and loyalty.
While coming up with your employee engagement plan, keep inclusivity front and center.
Clearly articulate your commitment to diversity and inclusion every chance you get — think mission statements, policies, and everyday practices. Train leaders and employees on the importance of inclusive behaviors, emphasizing how they contribute to team cohesion and innovation. By embedding these values into the fabric of the organization, you signal that every employee's perspective is essential, creating a sense of belonging.
By making it safe for employees to communicate, you empower them to take an active role in shaping their workplace experience.
Give employees the opportunity to express their thoughts on engagement strategies without fear of judgment, like anonymous surveys or regular check-ins. Forums can be a valuable tool for sharing ideas and feedback, ensuring all voices are heard.
Collaboration tools can even the playing field, making it possible for all employees to contribute, regardless of their location or abilities. Consider platforms that help you to build an employee engagement strategy tailored to your needs. This might include gamification or rewards programs meant to celebrate achievements and encourage participation. Regularly review tools and technologies to make sure they’re relevant and enhancing overall engagement.
Holidays, awareness months, and cultural celebrations are great opportunities to make employees feel valued. Workplace holiday and event ideas include hosting events, sharing educational resources, or encouraging employees to share their experiences and traditions. By honoring diversity in this way, you demonstrate respect for different backgrounds and perspectives, strengthening team bonds.
Running out of ideas? External groups, organizations, or consultants specializing in diversity and inclusion can be a great source of inspiration. Experts in the DEI field can provide valuable resources, training programs, and best practices tailored to your workplace. Plus, you can broaden your own understanding of inclusive strategies and learn how to implement them effectively within your organization.
Employee engagement continues to be a critical focus for businesses worldwide. Several companies are raising the bar with innovative approaches, leading to greater employee satisfaction, retention, and productivity. These companies aren't just great places to work—they’re also reaping the rewards of highly engaged teams.
Here are some ideas to inspire your own employee engagement tactics.
Salesforce leverages its expertise in data and technology to enhance employee engagement, making it one of the top places to work. The company's employee engagement strategies focus on nurturing strong connections between employees, managers, and the organization.
Google has long been recognized for its innovative approach to employee engagement activities, offering a work environment that nurtures personal and professional growth. The company’s strategies focus on how to maintain and improve employee happiness, a principle that drives its continued success.
Kaiser Permanente stands out in the healthcare industry for its dedication to both employee and patient well-being. The organization acknowledges that employee morale is vital to its overall success and has invested heavily in initiatives that promote engagement and health.
Spotify, a leader in the music streaming industry, is also a frontrunner in employee engagement. The company emphasizes personal growth and teamwork, ensuring that employees feel both empowered and valued.
As one of the top players in the tech industry, NVIDIA excels at employee engagement by creating a collaborative environment meant to encourage employees to express creativity and innovative ideas.
In 2024, these companies are not only refining the employee experience but also setting the pace for how organizations worldwide can encourage engagement, innovation, and loyalty. From flexible work arrangements to wellness programs, these strategies highlight the growing importance of employee-centric cultures that prioritize personal and professional growth.
As we explore employee engagement ideas, it’s important to recognize that no two workplaces are alike. With differences in demographics, resources, interests, and abilities, there is no one-size-fits-all solution. So, how can you identify the strategies that will resonate with your team?
A recent Gartner survey reveals a major hurdle to employee engagement: frustration with feedback processes. Only one-third of employees feel confident that their organization will act on their suggestions, and 46% wish their employers would take more steps to address their concerns. This perceived lack of action prevents employees from connecting to and benefiting from engagement initiatives.
To close this action gap, HR needs to address three key challenges:
Modern employees are driven by their values and personal goals; for them, work is just one piece of the puzzle that is their lives. With hybrid and remote work on the rise, you’ll need to align your engagement strategies to suit the needs of a flexible workforce. Transparency and team-building are key to boost employee engagement.
Embracing diversity and inclusion brings fresh employee engagement ideas and perspectives that can only strengthen your team.
Tools like Applauz can help you create a thriving company culture by recognizing achievements, promoting well-being, and nurturing strong relationships. And when employees thrive, so does your organization.