10 Employee Engagement Strategies That Drive Results

In 2000, Campbell Soup had lost over half its market value, with employee engagement at an all-time low. When a new CEO took charge, he prioritized a long-term employee engagement strategy focused on revitalizing employee experience. By consistently listening to employees and fostering an environment where people felt engaged and motivated, he helped turn the company around. Over the next decade, Campbell’s stock rose by 30%, even as the broader S&P 500 saw a 10% loss, showing how commitment to engagement can drive remarkable success.

This isn’t just Campbell Soup’s story. According to Gallup, companies with high employee engagement levels outperform their peers in earnings per share and experience 23% greater profitability?

Engaged employees are not just satisfied; they are emotionally committed, motivated to excel, and aligned with their company’s vision. Understanding how to cultivate this level of engagement requires more than a one-size-fits-all approach.

It involves building a supportive, inspiring work environment with targeted employee engagement strategies that resonate with employees’ personal and professional needs.

This article delves into 10 proven employee engagement strategies that we have tried and recommend to your organization to foster a culture of commitment, drive performance, and enhance overall job satisfaction.

What is an Employee Engagement Strategy?

An employee engagement strategy is a carefully structured plan designed to create an environment where employees feel emotionally connected to their work, colleagues, and the organization as a whole.

Unlike traditional engagement tactics, which may focus solely on perks or surface-level benefits, an effective strategy aligns closely with the company’s values, culture, and business goals, ensuring that engagement is sustainable and impactful.

A well-crafted employee engagement strategy serves multiple purposes. It aims to -

• Improves employee satisfaction
• Increases employee motivation
• Strengthens organizational culture
• Boosts employee retention
• Enhances productivity

When implemented correctly, an employee engagement strategy becomes a powerful tool for both employees and the organization.

For companies, it’s a means of nurturing a committed workforce; for employees, it’s an invitation to become an integral part of the company’s journey toward success.

10 Employee Engagement Strategies That Show Results

1. Onboarding with Purpose

First impressions matter. Hence, a purposeful onboarding process should be introduced to the new hires to make them understand the company’s mission, values, and culture right from day one.

This approach goes beyond paperwork by helping employees

• Build relationships,
• Understand their roles, and
• Connect with the company’s vision.

At Vantage Circle, we've developed a comprehensive 3-day induction program that transforms traditional onboarding into an engaging journey. This structured approach has significantly improved our new hire experience, leading to faster integration and higher early-stage engagement.

To make your onboarding purposeful, start with an employee onboarding survey. This is something that we have incorporated into our company and has worked wonders for us. Here is a list of 45 employee onboarding survey questions that we have created for you to get started quickly.

Findings from onboarding surveys work as a foundation in providing valuable insights, helping companies refine their onboarding process and enhance its efficiency for future employees.

By establishing a foundation of support and clarity, purposeful onboarding boosts confidence and encourages long-term engagement.

Recommended Resource: Onboarding Employee Engagement: Importance, Ideas, and Improvements

2. Personalized Development Plans

Employees want to grow and develop new skills along with their added responsibilities. This is where personalized development plans can propel employees toward the direction of growth.

Here are some steps that we have tried and recommend -

• Start by assessing each employee’s current skills, strengths, and areas for improvement.
• Develop role-specific or skill-specific learning tracks that allow employees to follow a structured path toward skill acquisition or advancement.
• Pair employees with mentors or coaches who can provide guidance, feedback, and support.
• Offer subscriptions to e-learning platforms or cover the costs of external courses, certifications, and workshops. After implementing this step in our company, we have seen a massive surge in skill development among our employees.
• Invest in learning management systems (LMS) that use data to recommend personalized training based on each employee’s learning style, pace, and skill level. This is an advanced step, and we only recommend this if you are a large organization or financially stable.

When you invest in tailored development opportunities based on employees’ goals and abilities, it provides them with a clear path to career advancement. Also, it shows that you value each employee’s unique potential, leading to a more motivated and committed workforce.

3. Leadership and Management Development

Effective leadership is at the heart of engagement. It is important to keep your organization’s leadership up to date with the current trends and policies of the industry.

Similarly, training your employees to develop leadership skills, strategic thinking, and personal growth that transforms them into managers and future leaders is equally important.

So, what can you do to develop your employees into future leaders of your organization? Here are some steps -

• Identify employees that possess leadership qualities using performance reviews and feedback.
• Involve employees in strategic planning sessions to expose them to broader organizational goals and help them understand the company’s mission and long-term objectives.
• Expose employees to different departments and roles within the company to broaden their understanding, build relationships, and strengthen their versatility as leaders.
• Allow your employees to make more autonomous decisions within their job role.
• Arrange shadowing opportunities for employees to observe executives and senior leaders in action.
• Offer constructive feedback through regular performance reviews and one-on-one sessions.

4. Transparent Communication

Trust thrives on transparency. Building a workplace where transparency is practiced at all levels of the organization is not an easy feat. Thus, we recommend some proven and easy-to-implement steps and strategies -

• Hold regular all-hands meetings or monthly/quarterly town halls to provide updates on company goals, performance, and changes.
• Encourage leaders to be accessible and approachable by setting open-door policies, organizing “Ask Me Anything” sessions, or scheduling regular coffee chats with different teams.
• Share key performance indicators (KPIs), targets, and progress toward company goals with all employees.
• Consider sharing high-level financial information, like quarterly results or sales performance.
• Be upfront about the organizational challenges or changes, such as restructuring, market shifts, or performance dips. When decisions are made that affect employees, communicate the reasons behind them to help them understand the “why” and feel included in the process.

5. Employee Wellness Programs and Work-Life Balance

Supporting employee well-being is essential to sustaining engagement. Comprehensive wellness programs that cover physical, mental, and financial health help employees feel supported in every aspect of life.

Additionally, encouraging work-life balance is crucial in preventing burnout. Employees need to have a balance between their professional and personal lives to maintain a sustainable and engaged workforce.

To encourage employee wellness and work-life balance, we recommend that companies adopt policies, programs, and a supportive culture that promotes well-being in and out of the workplace. Here are some actionable steps and strategies -

• Design a wellness program that includes physical, mental, and financial well-being components. Offer benefits like gym memberships, mental health support, nutrition counseling, and financial planning services.
• Encourage work-life balance by offering flexible work hours, remote work options, and compressed workweeks.
• Offer access to Employee Assistance Programs (EAPs), which provide counseling services, mental health support, and resources for managing stress.
• Provide wellness resources like fitness classes, meditation sessions, or virtual resources like a corporate wellness platform. At Vantage Circle, upon implementing our (developed in-house) wellness app – Vantage Fit, we have observed an increase in employees’ enthusiasm to stay fit and engaged.

6. Recognition and Reward Programs

Everyone wants to feel appreciated. Recognition programs that highlight individual and team achievements foster a culture of appreciation in a company. Whether through formal rewards, shout-outs, or peer-to-peer recognition, acknowledging contributions boosts morale and motivates employees to perform at their best.

But have you wondered how to implement a recognition and rewards program that works best for you? Let’s discuss some strategies -

• Start by developing a multi-tiered recognition program. What we mean by multi-tiered is that you categorize the recognition program into daily, monthly or quarterly, and annual recognition.
• Link recognition to core company values, like innovation, teamwork, or customer service. By doing so, you can reinforce the company’s mission and encourage employees to align their efforts with these principles.
• Offer a range of reward options that employees can choose from, like gift cards, extra paid time off, wellness benefits, or donations to charities.
• Use digital platforms that allow managers and employees to give instant recognition. For example, you can use “spot awards” to acknowledge special efforts on the spot.

Source: Vantage Rewards

7. Team-Building and Social Activities

Team-building activities foster relationships and camaraderie within the workplace. Organized events, both in and outside of work, help employees bond, improving collaboration and creating a more cohesive, engaged team.

To increase employee engagement through team-building and social activities, a company can create a strategy that fosters strong relationships, boosts morale, and encourages collaboration. Here are some effective approaches:

• Arrange team retreats or offsite gatherings each quarter to allow employees to step away from the workplace and bond in a relaxed environment.
• Plan monthly outings, such as group dinners, sports games, or volunteer days to help employees build connections outside the office and improve team camaraderie.
• Allow employees to start clubs based on shared interests, such as book clubs, fitness groups, or hiking clubs.
• Encourage employees to lead workshops on their unique skills or hobbies, like cooking, photography, or coding.

Recommended Resource: 65 Quick and Easy Team Building Activities Your Employees Will Love (+How to Play)

8. Promote Inclusivity and Diversity

An inclusive environment where diversity is celebrated makes everyone feel valued. That is why you must establish diversity, equity, and inclusion (DEI) initiatives to promote a culture where all voices are heard and respected. This leads to boosting engagement and broadening perspectives.

So, what can you do to promote DEI in your organization? Let’s look at some strategies -

• Establish a clear DEI policy outlining the company’s commitment to inclusivity and diversity.
• Conduct regular DEI training sessions for all employees, covering topics like unconscious bias, cultural sensitivity, and inclusive communication.
• Establish Employee Resource Groups (ERGs) that provide safe spaces for employees from different backgrounds, such as groups for women, LGBTQ+ employees, and various cultural or ethnic groups.
• Conduct anonymous DEI surveys to gauge employees’ experiences and perceptions around inclusivity and diversity within the organization.

9. Encourage Social Responsibility Initiatives

Employees often want to work for companies that contribute to positive change. Offering opportunities for community involvement, whether through charity events or environmental initiatives, enhances purpose and helps employees feel part of something meaningful.

Here are some strategies a company can implement to enhance employee engagement by encouraging social responsibility initiatives:

• Identify social initiatives that matter to the workforce with the help of surveys.
• Choose social responsibility initiatives that reflect the company’s mission and values. For example, a technology company might support digital literacy programs, while an environmental company could focus on sustainability efforts.
• Organize company-sponsored volunteer days or programs where employees can participate in local community service.
• Launch initiatives that promote environmental responsibility, such as recycling, reducing waste, or using sustainable products.
• Recognize and celebrate achievements in social responsibility, such as reaching fundraising goals or completing volunteer projects.

10. Encourage Innovation and Creativity

An environment that values creativity leads to fresh ideas and engaged employees. Encouraging employees to think outside the box and rewarding innovative approaches helps them feel intellectually stimulated and valued.

That is why you must create an environment that values curiosity, experimentation, and fresh ideas, ultimately enhancing employee engagement and satisfaction. Here are some effective strategies:

• Cultivate a workplace culture where new ideas are valued and risk-taking is encouraged. This can be done by communicating to your employees that innovation is a core value and that employees at all levels are welcome to contribute their ideas and insights.
• Allow your employees to work on personal projects, brainstorm new ideas, or explore creative solutions outside their usual tasks. You can implement “creative hours” during the work week to make it easier for them,
• Create a formal process where employees can submit ideas for products, processes, or improvements.

Let’s take Google as an example and see how encouraging innovation and creativity has benefitted them immensely. Google’s "20% time" policy, known as the "innovative free day," allows employees to dedicate 20% of their work hours to personal projects that could benefit the company. This approach has led to groundbreaking products like Gmail, developed by Paul Buchheit as a side project, and Google News, created by Krishna Bharat to aggregate news from diverse sources.

How to Develop an Employee Engagement Strategy

So far, we have discussed multiple strategies and the steps that you can take to implement those strategies. So, I figured now would be the best time to discuss how to develop an employee engagement strategy on your own.

Every organization operates on its own set of goals and values. Hence, you must understand the step-by-step approach to developing a strategy that resonates with the workforce and aligns with your organization’s goals and values.

1. Assess the Current State of Employee Engagement

Start by conducting regular employee engagement surveys to gather insights into how employees feel about their roles, the company, and leadership. Surveys help pinpoint areas of strength and opportunities for improvement.

You can also ask managers to hold individual check-ins with team members to understand personal engagement levels and gather feedback.

Additionally, you can look into employee turnover metrics and absenteeism rates to identify patterns of low engagement.

2. Set Clear, Measurable Engagement Objectives

Always define goals that are measurable. For example, setting a goal to reduce turnover by X% in the next quarter. These objectives will guide the strategy and help track progress effectively.

3. Align Employee Engagement with Organizational Goals

Communicate to your employees about how each of them plays a role in supporting the broader mission. When employees understand their contribution, they feel more purposeful in their work.

Another strategy that you can implement is tying personal performance goals to company objectives, so employees can see the impact of their contributions on the organization's success.

4. Implement Strong Leadership and Management Practices

We have already discussed this in the third strategy of the previous section. So, I won’t go into much detail here. However, I would like to reiterate that you must encourage your employees and managers to develop leadership skills.

Equip managers with the skills needed to support and inspire their teams. Similarly, ensure leaders are actively involved in engagement initiatives, modeling the behaviors and attitudes that reflect the company’s values.

5. Foster a Culture of Continuous Feedback

The best way to build a culture of continuous feedback is by conducting regular Pulse Surveys. These quick surveys, administered monthly or quarterly, help track engagement trends over time, allowing companies to respond to issues as they arise.

We have been regularly using Pulse Survey in our company, and it has helped us a ton in understanding the employees’ state of engagement. We also incentivize the survey to encourage higher participation.

A key strategy is to listen to people to get their feedback proactively. Leveraging a variety of channels, including 1:1 conversations, focus groups, and more formal surveys, ensures you are getting diverse and ongoing feedback. Once you have these insights, you need to use them to inform your plans, measure progress, and provide updates. Finally, if there are areas you can't progress in, it is important to tell people.
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Mark Edgar
Chief People Officer, WAJAX

6. Monitor and Adjust Your Strategy Regularly

This last step is a must if you want to extract the best results from your strategy. As the workplace evolves, so should your engagement strategy. Keep a finger on the pulse of shifting employee expectations, whether due to technological advances or new work models, to ensure the strategy remains relevant.

In The End

Creating a thriving, engaged workforce is one of the most impactful steps a company can take toward long-term success. By investing in employee engagement strategies, organizations can foster a workplace where employees feel valued, connected, and motivated to perform at their best.

Each strategy outlined in this article is tried and tested by us. They offer a pathway to deeper commitment and satisfaction, benefiting both employees and the business as a whole.

However, employee engagement is not a one-time initiative. It’s a continuous journey. Regularly assess your efforts, remain open to feedback, and be prepared to adapt as your workforce evolves.

FAQs

1. What Does Employee Engagement Mean?

Employee engagement is the level of emotional commitment, enthusiasm, and dedication employees feel toward their organization. Engaged employees are not just satisfied with their jobs; they are motivated to contribute to the company’s goals and go beyond basic requirements, resulting in higher productivity and improved retention.

2. What Are Employee Engagement Strategies?

Employee engagement strategies are targeted actions and initiatives designed to foster a supportive work environment where employees feel valued, motivated, and connected to the company’s mission. These strategies may include recognition programs, career development opportunities, wellness initiatives, and efforts to promote open communication and inclusivity.

3. How Often Should You Review Your Engagement Strategies?

Ideally, engagement strategies should be reviewed at least twice a year, with periodic adjustments based on employee feedback, survey results, and organizational changes. Regular reviews allow companies to stay responsive to evolving workforce needs, ensuring the strategies remain relevant and effective.

4. How Can You Measure Employee Engagement?

Engagement can be measured through tools like employee surveys, pulse checks, and metrics such as turnover rates, absenteeism, and productivity. These data points provide insight into how engaged employees feel, allowing organizations to pinpoint strengths and areas for improvement in their engagement efforts.

5. What is the Role of Leadership in Employee Engagement?

Leadership plays a crucial role in setting the tone for engagement across the organization. Effective leaders communicate transparently, show appreciation for their teams, and embody the company’s values, creating an environment that motivates and inspires employees to stay engaged.

6. What Are Some Quick Tips for Boosting Engagement?

Small actions can make a big difference in engagement. Recognize achievements regularly, keep communication lines open, provide growth opportunities, and check in with employees on a personal level. Even simple initiatives like flexible hours or team-building activities can significantly impact morale and motivation.

7. Why is Employee Engagement Important for Business Success?

Employee engagement directly impacts business success by improving productivity, reducing turnover, and fostering a positive work culture. Engaged employees are more likely to stay with the company, deliver exceptional customer service, and contribute to a high-performance environment, all of which lead to stronger business outcomes.

This article is written by Nilotpal M Saharia, a Senior Content Specialist and R&R Evangelist at Vantage Circle. With a Master's in Business Administration and over seven years of experience, he has developed expertise in diverse fields, including marketing, content creation, entrepreneurship, and human resources.

In addition to being a regular contributor at Vantage Circle, Nilotpal's work has also been featured on Select Software Reviews.

For any related queries, contact editor@vantagecircle.com