One of the most significant markers of job satisfaction is employee engagement. 

Employees now want to be active in their job, excited about the company for which they work, have a sense of belonging, and enjoy the ability of scheduling and location freedom.

We have gathered 40 employee engagement ideas to help you boost engagement.

We’ve divided our post into three categories to make your navigation easier:

• Employee professional development
• Mental health and wellness
• Work-related values and activities 

Feel free to read through or navigate to the category of your choice.  

Let’s jump in.

Table of Contents

Why Does Employee Engagement Matter?

Category #1: Employee Professional Development

Category #2: Mental Health and Wellness

Category #3: Work-related Values and Activities 

Frequently Asked Questions (FAQs)

Why Does Employee Engagement Matter?

Employee engagement is the driving force behind performance and retention.

Engaged employees desire to remain with the firm and give their all every day to accomplish its objectives.

They are also eager to advocate and refer people to your company.

Let’s go over the three main reasons why employee engagement matters.

Reason #1: Employee engagement fosters employee loyalty 

Employee loyalty refers to a combination of feelings that cause employees to feel devoted to their present company and less inclined to seek greener pastures elsewhere, so to speak.

To enhance employee loyalty, you must boost the good feelings and lessen the negative emotions your employees experience. 

Emotions highly influence your hire’s working experience, it affects their decision to leave or stay at your company. 

Understanding that you’re dealing with fundamental emotions rather than the particular actions that those emotions cause, can help you stay focused on what’s important.

Aside from the difficulty of finding replacements, it costs around 20% of a typical employee’s compensation to replace that person, according to the Center for American Progress. 

Moreover, according to Gallup’s insights: 

“The annual overall turnover rate in the U.S. in 2017 was 26.3%, based on the Bureau of Labor Statistics. The cost of replacing an individual employee can range from one-half to two times the employee’s annual salary”.

It is worthwhile to create loyalty among your personnel.

Reason #2: Employee engagement reduces employee turnover

To start with, most simple initiatives to engage staff will help reduce attrition. 

Companies that seek frequent employee input have 14.9 percent lower turnover rates than those that don’t.

Organizations who are serious about developing an authentic culture of involvement in the workplace, on the other hand, experience the most significant retention advantages.

As recruiters and the HR team must replace lost team members, turnover diverts time, effort, and other resources away from more productive operations. 

Your time and attention as an HR professional are required for employee problem-solving, in addition to maintaining HR training/development and workforce planning. 

Rather than wasting time elsewhere, it is more critical for your HR personnel to maximize their skill set. 

Employee turnover puts a strain on the whole business.

Reason #3: Employee engagement brings growth

If individuals are interested in their work, they will put in more effort and perform better. 

According to a Gallup study, organizations with engaged workforce are 51 percent more productive, and highly involved employees take fewer days off. 

The impact of engagement on people’s performance is evident.

In addition, customer happiness is also heavily influenced by engagement.

The following graphic by Forbes displays how employee engagement basically affects any business organization. 

Customers can tell when they are chatting with someone who really believes in and loves the brand, and this can have an influence on how enthusiastic the customer is about doing business with the firm.

Having an organization full of engaged workers who are publicly enthusiastic about their job also contributes to the company’s image as a wonderful place to work, which is becoming more crucial to the modern workforce. 

Branding your firm as having a fantastic corporate culture, along with a team of workers that enjoy what they do, makes it very enticing to the greatest new talent.

Next, let’s check out our three main employee engagement ideas categories.

Category #1: Employee Professional Development

According to a Udemy study, 80% believe that learning and development initiatives help employees feel more engaged and productive.

You will build a more capable and confident workforce by providing your employees with access to training and tools that help them tweak their skills and increase their knowledge.

As a result, you will illustrate to your employees that you care about and are prepared to invest in their personal growth. 

This adds to the development of contented, motivated, and committed employees.

Let’s review the ideas below. 

Idea #1: Engage employees in projects that have a positive effect

The findings of the Global Culture Report were unexpected: 41% of individuals stated they would decline promotion if their everyday job tasks became more diversified.

Allowing and encouraging people to focus on individual projects is one method to attain this variety.

Active participation in projects or activities should be encouraged in order to improve the mood at work, encourage interactions with one another, and boost productivity. 

Idea #2: Provide training for career advancement 

Many individuals value getting employee input to aid in the development of your employee engagement plan.

Personal growth via advancement in one’s work is encouraged on a side note. 

Different workers will have different perspectives on career routes and where they want to go in the company.

Some people can appreciate where they are and wish to remain there, but others desire advancement. 

Monitoring employee performance allows an employer to make judgments on corporate promotions; however, a fund for training is also required.

You want to keep your best staff, so provide them chances for advancement if they ask for it, or even if you believe they deserve it. 

Make ideas on what training could be beneficial to them, and continue to build on their knowledge, abilities, and will to achieve.

Idea #3: Recognize hard work

Employee recognition and appreciation for hard effort in the form of a pat on the back or verbal acknowledgment are always appreciated. 

Hence, salary increases and other such incentives are extremely valued.

Every employee’s level of job satisfaction will be different. 

Some people are motivated by money more than others, while others are motivated by the degree of responsibility they have (or their position).

Employees can go through phases of disengagement if they don’t get adequate incentives and clear paths to boost their compensation. 

Disengaged employees also have a greater motive to hunt for new employment elsewhere.

Recognize and reward employees who deserve it and express your appreciation, and your staff retention rates will certainly increase.

Idea #4: Assign mentors for new hires

Reward staff by providing them with opportunities they might not have anticipated to have in their employment. 

This might include anything from being engaged in the recruiting process for new employees, to being designated as a buddy or mentor to new workers.

A new hire is certain to be concerned when starting at a new firm, but having a buddy or a mentorship program in place will assist with the onboarding process and will help employees achieve their metrics and milestones effectively. 

This is something that all team members can do. 

It’s a terrific approach to motivate staff while also allowing them to interact with one another.

Idea #5: Assign culture coaches

Assign a cultural coach from different departments to new employees. 

This will assist them in making cross-team relationships and expanding their network within the firm.

Instead of directly asking management, culture coaches can be a nice and close method for new workers to direct their queries.

Idea #6: Let your staff do whatever tasks they like performing the most

Employees want to perform well at work and be recognized by their superiors. 

Those who feel praised are more likely to be involved in their job, and they want to be given the opportunity to perform their best work.

All of these factors contribute to a positive impact on the employment experience.

Managers often don’t know which staff are best-suited for certain jobs. When allocating duties, most managers don’t take the time to inquire about team members’ interests and activities related to their job, nor do they consider the workers’ talents. 

Allow workers to select the duties they really like (and don’t like) so that the management team can allocate tasks preferred by certain employees more often. 

The unpleasant tasks can be cycled among the team members so that no one is stuck with them all of the time.

Idea #7: Make employees feel better about feedback 

According to Harvard Business Review, a significant number of employees (57%) preferred corrective feedback.

The key to improving workplace communication and engaging workers is to provide valuable feedback.

Giving frequent feedback is an excellent approach to keep your workers informed about their performance. It is an active participant in the employee engagement program.

Keep the following items in mind while providing feedback:

• Maintain a helpful and relevant tone; it should provide feedback to workers on their performance
• Negative feedback doesn’t imply being critical; find out why this is occurring and how to fix it
• It’s a two-way street when it comes to feedback, so pay attention to what your staff have to say
• Employee engagement surveys are a fantastic way to obtain input from employees
• Maintain the confidentiality of input
• Provide consistent feedback

Idea #8: Measure employee engagement

To boost employee engagement, you must first understand where you are in the moment and where you can make improvements.

You can quickly grasp your existing status and what has to be done to boost employee engagement by analyzing the data.

If you’re wondering how to assess employee engagement, starting with internal communications is an excellent place to begin. 

Through extensive email analytics, you can gather actual statistics on employee engagement. 

These are some examples:

• Read time
• Top-rated clicks
• Anonymous comments
• Responses to surveys

As displayed in the above screenshot, according to Predictive Index:  “The data shows that giving employees access to their assessment results can boost engagement”. 

On a general note, engagement levels are greater among those who are aware of their evaluation outcomes. 

Idea #9: Increase responsibilities gradually

Extra responsibilities make employees feel trusted and provide them with the impression that they are professionally advancing inside your firm. 

As a result, you can boost employee engagement by gradually increasing employee responsibilities.

It is vital to note that this isn’t the same as just assigning them new tasks or busywork to do; they must feel responsible for something significant.

Idea #10: Say ‘yes’ to personal projects 

Google is well-known for its 20 percent time policy, which encourages individuals to spend one day each week working on a project of their choice. 

In reality, Google had to reverse the policy, but the idea behind it – allowing individuals to pursue their passion – is still vital to remember.

Employers that provide time for employees to link their job with their own interests increases employee engagement. 

Allow workers to work on their own projects on a regular basis, either individually or with other team members. 

This can boost creativity and keep you going for the remainder of the workweek.

Let’s check what’s next.

Idea #11: Make assessments enjoyable 

Evaluations are often forced on at the conclusion of the learning process. 

It is important to ask these questions:

• Is this a true assessment of understanding of the major learning elements, or just a test of short-term memory? 
• Is it really necessary to do an evaluation in the first place? 

If it is necessary:

• Are you passing up a chance to have some fun with a narrative or gamified approach? 

There are several inventive employee engagement activities that might serve as knowledge tests. Consider the following:

• Can you put it up front to enable those more senior employees to demonstrate competency so they may return to their regular jobs?
• Is the complexity set correctly, or is it terrifyingly impossible to complete? Is there a system in place to assist individuals who are unable to pass?
• How do you recognize achievement? 

Some individuals may place a high value on a badge, certification, or personal “shout-out,” while others may not.

Idea #12: Upskill your staff 

One of the most effective methods to increase employee engagement is through upskilling. 

More than anything else, today’s employees demand possibilities for growth and skill development.

The following graphic from Profit.co shows the main 4 ways to boost employee engagement. Upskilling your employees and focusing on their development is crucial and appears first on their list.

Upskilling isn’t just a desire for modern workers,  it can also be a fantastic weapon to enhance employee loyalty. 

As a result, your company’s bottom line will benefit.

Upskilling can be a solution to labor shortages for both people and companies. 

Giving your staff the opportunity to advance within the company while also expanding their skill set is a win-win situation for everybody.

The experience is entirely positive if an individual is given the tools and resources to develop new skill sets, as this consistently increases their value as a team member. 

They will believe that their needs as individuals are being met and that the corporation is concerned about their future.

Idea #13: Individualize your management styles

According to the TINYpulse Employee Retention Report, “A lack of appropriate management skills makes employees 4x more likely to quit”. 

Employees who give their supervisors bad ratings are four times more likely to be seeking new employment than employees who are happy with their bosses. 

The problem is that no one management style is best for everyone; each member of your team is likely to have different preferences.

As a result, the best method to manage is to tailor your strategy to each individual. 

Some workers, for example, may want to be left alone so they can operate independently and take care of their job, whilst others need near-constant reinforcement and coaching to ensure they’re doing the correct thing.

Idea #14: Encourage employee involvement 

Involving employees socially and emotionally with others is a smart strategy to boost employee engagement. 

That is, you should foster environments in which coworkers build more close ties. 

As a result, they will be more concerned about their surroundings and the people that they work alongside.

You can do this by organizing weekly meetings, group lunches, corporate trips, and other opportunities for your staff to get to know one another more personally. 

This doesn’t just imply interrupting the routine and having a short break while everyone is on their phone.

Participatory and enjoyable activities must be used to foster creativity and teamwork. 

You don’t have to go far or spend a lot of money to get there.

Meetings can also be held inside the workplace. 

The goal is to include and strengthen connections.

Your workers will feel more involved as a result, not just because of their daily tasks, but also because of how their colleagues are performing and how they feel. 

As a result, healthy interpersonal relationships among coworkers are an important component in ensuring increased peaceful cooperation and work performance.

Idea #15: Work on managers’ development

Managers, for better or worse, have a significant effect on employee engagement. 

Many businesses make the typical error of elevating top-level contributors to leadership before they have acquired practical management abilities, resulting in bad management. 

Setting up recurring meetings with groups of managers where they can discuss and cooperate on real-time issues is a smart place to start. 

Long term, the ideal condition is constant outside mentorship training for your managers; this upskilling endeavor has the ability to unlock the company’s development while also increasing the possibility of managers’ skill development.

Idea #16: Give employees the right tools 

To achieve the desired outcomes of your business, your personnel must have the proper tools. 

It can be difficult for your team to ensure quality if you do not invest in a strong company infrastructure. 

In other situations, individuals can struggle to complete their regular tasks and eventually disengage.

Employees that are disengaged aren’t driven to accomplish tasks on time, let alone correctly.

If there is one thing to take away from all of this, it is that employee engagement is the foundation of any successful business. 

It accounts for improved overall wellness, more sales, bigger profitability, less thievery, and reduced turnover, among other mission-critical characteristics.

Idea #17: Delegate less important tasks

Examine your activity record once again. 

What low-value tasks might you outsource so that you can concentrate on your engagement efforts?

Even for small activities, business owners often find it difficult to hand over control. 

Change your perspective; look for assignments that will allow one of your employees to master a new skill and improve as a result of the experience.

Idea #18: Have shorter meetings

Set meeting time restrictions of 20 or 30 minutes to avoid an unnecessary waste of energy and time.

Make use of an old timer that ticks to let everyone know ‘the clock is ticking’, so to speak. 

You might be surprised at how efficient your meetings become when there is a clock in the room.

Another option is to prevent chairs from being used in the conference space. 

Overall, using basic meeting-shortening tactics can free up time that you may focus on engagement activities.

Idea #19: Increase transparency

Building trust with your employees can have a significant influence on their level of engagement. 

One of the top ways to do this is to be more transparent.

Being open and honest with your workers and customers is what it means to be transparent.

It entails discussing why you make choices, always speaking the truth, acknowledging mistakes, and revealing your personal difficulties and anxieties. 

Overall, transparency is considerably simpler for entrepreneurs to achieve than it is for bigger businesses.

Idea #20: Communicate corporate values 

Company values and ideas that unify your staff are your company’s mission and central tenets. 

They are the foundation of a strong corporate culture. 

They also assist workers to feel engaged by making them feel like they’re part of a community.

Having said that, organizational values only help to improve employee engagement when they are clear, real, and consistent.

Ensure your corporate values are audible and consistent across all internal communications, from your company newsletter to your management correspondence. 

Remember that your company culture and communication are deeply rooted in one another. 

Your business’s logos, slogans, and visuals should all contribute to a consistent brand voice.

Let’s dive in to our second category.

Category #2: Mental Health and Wellness

When effectively applied, wellness programs can play an important part in your engagement model. 

Healthy behaviors contribute to enhanced work satisfaction, while workplace engagement and contentment promote physical and mental well-being.

Idea #21: Encourage flexible working hours and locations 

Flexibility is a significant contributor to employee engagement. 

Employees feel more engaged when their work hours are flexible, particularly those with young children – according to a study by Mckinsey. Just 8% prefer a wholly on-site working arrangement.

Offering flexible work schedules and remote work options as needed for your employees is a strong employee engagement concept.

Being more adaptable and enabling employees to take time off, particularly in crises, will most certainly have a good impact on employee engagement.

Idea #22: Construct self-care-related values 

It’s a fantastic idea to provide gym memberships, yoga sessions, and fitness classes. 

However, it won’t work if your staff are unable to leave the workplace due to their hectic schedules (or just don’t care to). 

Encourage them to enroll in courses and maintain a healthy lifestyle, and set a good example through leadership.

Caring for your workers’ health is the most genuine method to engage them.

Employee involvement will remain critical to promoting workplace productivity and corporate success. 

Make your workplace a place where people are excited to come to, and they will generate outcomes that go above and beyond your expectations and goals.

Our next idea is to add indoor plants to the office. 

Idea #23: Add indoor plants to the office 

Plants help to break up an interior area and provide interest in a company or work setting. 

Productivity, creativity, and air quality are all related to general well-being, but plants are the ultimate well-being enhancers due to humans’ intense desire to be linked to nature.

Having a visible link to nature decreases stress; therefore, plants are a key aspect in enhancing wellness.

Idea #24: Have meditation time

Employees’ stress levels are at an all-time high.

Stress also manifests itself differently in various people. 

Some believe that stress is the greatest incentive to work, while others can’t handle it.

As a result, stress will be a barrier when arranging events for employee engagement.

Meditation entails sitting motionless for a few moments, reflecting on your ideas and just breathing.

Encourage employees to meditate for at least 10 minutes before returning to work at the start of the day. 

It will allow them to stay calmer, concentrate better, and perform much better throughout the day.

Idea #25: Give employees more paid time off

An extended holiday is a popular employee engagement approach for a variety of reasons, including the ability to spend more time with family and kids, participate in activities or passions, or just take more time for oneself and relax.

Being overworked has a negative impact on an individual’s productivity.

Having the option of taking a few extra days of vacation – especially if the schedule is versatile – is extremely beneficial. 

For staff members who don’t have to worry about balancing work and home life, job satisfaction rises by an incredible amount.

Idea #26: Make mental and emotional health resources available

Poor mental health is becoming a social norm; among the most frequent are anxiety, depression, and burnout. 

This implies that a big proportion of your staff will be affected to varying degrees by these difficulties.

Employees are increasingly looking for more than simply a standard physical health program. 

They want to see that your organization recognizes the mental and emotional strains that come with the job, and that you want to assist them in this area.

You can help support your workers’ mental and emotional needs by providing them with the means to an accessible and reliable human resources manager.

You can also provide mental health days and provide accommodations for workers who suffer from mental diseases.

Our next category is work-related values and activities. 

Category #3: Work-related Values and Activities

Our third category includes 14 ideas to boost employee engagement. 

According to the 2019 Employee Engagement Report, one Best Buy location calculated the yearly value of a 0.1% increase in engagement to be $100,000. 

With this level of measurable profit, it’s clear that incorporating employee team-building activities and stressing values are worthwhile.

Let’s see the related ideas below.

Idea #27: Plan food parties with the staff

It’s less about what meals to bring to a potluck and more about enjoying the act of sharing with your fellow co-workers.

As outlined in the image below, food brings people together and gives them a sense of solidarity.

Organizing a food party is a reasonably inexpensive alternative that is simple to put together, creates a sense of shared culture, and raises the pleasure factor overall. 

Furthermore, it allows you to have work-life balance.

When teams dine together, team working relationships improve, increasing productivity and team building.

Idea #28: Celebrate team members’ birthdays 

Employee retention can benefit greatly from company birthday and anniversary celebrations.

Another incentive to having an employee birthday party at work is that it increases employee engagement, in turn increasing productivity.

When an employee feels rewarded and acknowledged, it promotes company loyalty and morale, motivating them to work more and perform their job even better. 

More people nowadays seek job fulfillment rather than just a salary.

This implies that workers are more concerned with obtaining a job and a work environment that they like. 

As a result, your company’s employee engagement strategy is more important than ever.

It’s critical that you foster a healthy workplace culture in which your workers feel valued.

Idea #29: Construct equal experiences for on-site and remote teams

When team members work in separate places, it is critical that they all feel equal and have the same level of expertise. 

To do this, treat and interact with in-office and remote employees equally. 

Offer support, provide consistent employee feedback, communicate news, arrange meetings, and assign duties equitably. 

No one should feel they are receiving a different remote working experience than the rest of the team, and no one should feel excluded or treated differently. 

You should even urge your team to collaborate in this manner since it is all too easy for sub-cliques and subgroups to form if this isn’t the learned consensus. 

As you may have seen, leaders might often accidentally favor individuals with whom they get along better. 

Even if it isn’t deliberate, it can have an impact on the degree of involvement among the entire team because of how it makes people feel.

Remember that business culture is still there when teams work remotely, and it can be harmed, but it can also be preserved and enhanced with communication and correct leadership.

Let’s check the next idea on our list. 

Idea #30: Build a foundation of trust at work 

Building a foundation of trust at work is essential given that 75% of employees are concerned about creating trust at work.

Consequently, employee engagement – let alone productivity and retention – is dependent on trust.

Furthermore, a lack of trust leads to workplace conflicts, which has an influence on workers’ mental health. 

Fortunately, there are several methods for HR to foster a trusting culture in the workplace.

Developing trust requires leaders to keep themselves responsible for their pledges and commitments. 

Your HR staff can promote trust by educating managers on the repercussions of micromanaging, supporting autonomy, and empowering people to accomplish their jobs independently.

However, trust also entails developing genuine relationships in the workplace that are unrelated to the work itself. 

According to Gallup research, employees who have a best buddy at the workspace are seven times more likely to engage. 

Creating a work environment that enables employees to interact with their peers enhances employee engagement significantly.

Idea #31: Host a “bring your pet to work” day

How about bringing your pets to work? 

It sounds fun, and it’s a great engagement activity.

Reasons to have a “bring your pets to work” day include:

• Having pets in the workplace improves employee morale
• Pets are an ideal stress reliever

How to host a great “bring your pet to work” day:

• Begin by compiling a list of employees and their pets
• Inquire around to see if any employees have any animal-related allergies
• Keep track of any employees who are concerned about their pets
• Allow pets that only get along with people and other animals
• Every pet should wear a tag that clearly states the owner’s name and contact information

Idea #32: Get welcome cards for new hires

You don’t want your new staff to be disengaged during their first day, do you?

The idea here is to make your workplace as friendly as possible. 

One of the numerous options is to send a welcome card, a thoughtful welcome gift, or email to new employees.

You can give them branded swag to make them feel connected to their new job right from the start, or include custom hoodies, company mugs, high-quality branded backpacks, and personalized notebooks; they are all wonderful choices.

It is also critical to introduce them to the team.

Allow new workers to choose their first project in a novel way. 

Completing it will therefore assist them in adjusting to the company’s process and increase their morale.

Idea #33 talks about having a trivia day activity.

Idea #33: Include a trivia day activity

One of the best staff engagement initiatives is trivia day. 

It’s simple, quick, and a lot of fun, with a little education thrown in for good measure.

Here’s what you’ll need to do:

• Assemble the staff into groups
• The team who first answers the question correctly will get a point
• As the round proceeds, eliminate the losing groups

Not only can trivia days help restore long-lost internal communication, but they also compel individuals to work together in groups.

Make sure to include prizes to keep the competition spirit rumbling!

Isn’t this a step up from the hyped happy hour?

Idea #34: Have a book club

Are you looking for a simple and low-cost staff engagement activity?

Creating an office book club is an excellent method to increase trust and openness among team members.

A book club also does the following:

• Increases the number of trustworthy internal communication routes
• Fosters a lot of conversations, discussions, and disputes, which help workers feel more connected to their teammates
• Creates a unified corporate culture

Author’s Tip: Choose novels with wide appeal for a book club accessible to all corporate personnel. 

Idea #35: Provide an attractive compensation and benefits package

Employees who spend a significant portion of their workday worrying about meeting their financial responsibilities will have little time for genuine participation in the workplace.

If you want to increase employee engagement, make sure your employees are fairly rewarded for the job they perform.

Are you unsure if your pay and benefits scheme is sufficient?  

Directly question your staff by conducting an anonymous compensation and benefits survey within your organization.

Idea #36: Include charitable activities

Combine a team-bonding trip with a mission: a day helping out a charity.

When people realize that what they are doing is for the larger benefit, they tend to become closer.

Working in a food kitchen center for the day might be one of the simplest yet most gratifying ways to give back.

It will allow your employees to experience firsthand what an impact this kind of volunteerism makes to individuals in need, and it is a terrific opportunity to develop a connection between your company and the surrounding community.

To attempt this, you can start searching for local community food kitchens and chatting with them about how your company can best help them in a Covid-secure manner.

If your employees are concerned about the environment, park clean-ups are a great opportunity for them to become engaged in voluntary work. 

There are many areas that can prosper from this sort of assistance, and it’s another volunteering activity that allows your employees to witness the immediate benefit of their hard work.

Idea #37: Encourage your employees to become company ambassadors

In their personal lives, your personnel are already utilizing social media. 

Your firm must tell its narrative to the public. 

You can’t force your workers to publish good comments about your business on social media, but you can suggest that they post about the business on their personal accounts.

Before your staff post anything, go through which types of messages are permissible and which aren’t.

A decent rule of thumb to follow is that if someone wouldn’t publish something on a billboard located along a public highway for everyone to see, it generally shouldn’t be shared on a social networking site.

Let’s see what’s next. 

Idea #38: Post weekly inspirational content

Employee branding concepts don’t need to be formal or organized. 

You can even start a blog to deliver modest doses of inspiration.

Managers can enhance team morale by posting weekly reminders or visual assistance. 

Another alternative is to contract with a content provider that specializes in employee brand engagement; they will have the ability to upload high-quality articles and resource links on your behalf. 

Idea #39: Use employee success stories

You most likely already have workers who are paving the road for potential brand ambassadors. 

As a result, you may utilize these success stories to inspire others. 

As an example, one of your best performers tells a tale about sportsmanship and respect; they assisted a coworker despite the fact that it lost them their commission, while another staffer’s story focuses on ethics.

Instead of choosing the easy way out, they had to do the correct thing on the job. 

Another possibility is to turn these success stories into demonstrations. 

Since it adds a visual aspect, it makes them much more engaging and captivating. 

To get the greatest results, leave out names and personal information so that you may reuse success stories for other initiatives.

Idea #40: Promote workplace diversity and inclusion

Today’s employees want to know if their employer’s beliefs are compatible with their own. 

That includes knowing they are part of a workplace that welcomes individuals from diverse backgrounds and appreciates their thoughts.

Begin by conducting a diversity and inclusion survey at your organization to enhance employee engagement and experience. 

This will allow you to see how your workers rate your organization’s existing diversity and inclusion activities.

If an employee notices an issue, ask what you can do to make a change that they would appreciate.

Try having an open and inclusive conversation. You’ll be moving towards the right path. 

Our list has come to an end!

Now Over to You

Remember that employee engagement, like employer branding and other elements of your organization, is important to your staff. 

It should be valuable to you for that reason and only that reason. 

Promoting employee engagement demonstrates to your employees that you value them as people, not just individual contributors.

If you need any help choosing the best corporate gifts or if you have any questions, don’t hesitate to contact us. We’ll be more than happy to assist. 

Thank you for reading! 

Frequently Asked Questions (FAQs)

Q1. What are the three C’s of employee engagement?

The three C’s of employee engagement are career, competence, and care. 

• Career: When people join a company, they hope to achieve career development.
• Competence: This is defined as the capacity to learn and improve. Regular workshops and training courses are required to assist staff in acquiring a better level of skills.
• Care: Care is recognized as the best art of managers, allowing them to make workers feel like an integral component of an organization.

Q2. What is the difference between employee engagement and employee morale?

Employee engagement is something that happens when employees are dedicated to assisting their organizations in achieving all of its objectives. 

On the other hand, employee morale is an individual’s total perspective in the workplace, involving emotions, attitudes, outlook, and the degree of employee satisfaction. 

Personnel with high morale are optimistic, confident, and content, while poor morale is characterized by negative, angry, and indifferent employees who fail to sustain productivity and safe company procedures.