40 Actionable Employee Engagement Ideas for Your Organization

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In today’s competitive marketplace, keeping employees engaged is critical to a business’s success. When employees find their jobs challenging, interesting, and rewarding, they’re more likely to stick around and invest themselves in the work they’re doing. 

Higher employee retention can translate into savings, an improved sense of company culture, and a stronger work environment.

40 Best Employee Engagement Ideas to Try in 2022

  1. Create an engaging onboarding experience
  2. Give continuous feedback to your employees
  3. Show recognition and appreciation
  4. Have effective, open communication
  5. Prioritize work-life balance
  6. Invest in employee development
  7. Don’t micromanage
  8. Celebrate professional and personal milestones
  9. Create a welcoming work environment
  10. Engage in team-building activities outside the workplace
  11. Provide easy access to information
  12. Set up an active anonymous feedback system
  13. Promptly act on employee feedback
  14. Invest in employee wellness programs
  15. Offer flexibility in working hours and locations
  16. Build spaces for socializing and recreation
  17. Allow employees to define their own roles
  18. Express genuine trust, respect, and gratitude
  19. Ask employees for opinions and advice
  20. Encourage volunteerism
  21. Hire well-rounded managers
  22. Show appreciation through meaningful gifts
  23. Encourage employees to work on “pet projects”
  24. Get to know employees on a personal level
  25. Create a success roadmap
  26. Involve employees in the hiring process
  27. Conduct regular brainstorming sessions
  28. Host “Lunch and Learn” sessions
  29. Incorporate gamification at the workplace
  30. Start hobby clubs for employees
  31. Allow for lateral career moves
  32. Conduct “stay” meetings with employees
  33. Conduct social events and special days
  34. Build a good knowledge-sharing system
  35. Show employees how they contribute to the company’s growth
  36. Promote diversity and inclusion at the workplace
  37. Set up a buddy system in place for new hires
  38. Encourage employees to take time off
  39. Refresh workplace seating arrangements regularly
  40. Facilitate cross-training for your employees

What Is Employee Engagement?

Employee engagement is defined as how strongly employees are committed to their organization’s goals and values, or how motivated they are to contribute to the company’s success. 

Although employee engagement is sometimes used synonymously with employee satisfaction or happiness, they’re actually quite different. The two often go hand-in-hand, but an employee can be happy in their role without being engaged (and vice versa).

Why Is Employee Engagement Important?

Employee engagement is built through two-way communication and commitment. When employees feel like their voice is heard, their opinions are valued, and they’re an important piece of the company’s growth, they’re more likely to be engaged. 

In turn, organizations are more likely to experience benefits such as:

  • Improved productivity. An engaged employee works hard and goes the extra mile to get the job done. Engaged employees are 44% more productive than workers who are just satisfied in their roles, and overall it improves employee performance.
  • Profitability. Businesses with the highest levels of employee engagement are 23% more profitable than those with low levels of engagement.
  • Employee retention. Employees who find passion and purpose at work are more than three times as likely to stay with their organizations as those who don’t.

Engaged vs. Disengaged Employees

In 2021, only 34% of workers felt engaged at work, meaning the bulk of team members aren’t fully invested in their jobs. On top of that, a whopping 16% of employees said they were actively disengaged at work. 

Unfortunately, most employees aren’t likely to share their true dissatisfaction with their role, especially if they’re already feeling disconnected from their work. While things like surveys, one-on-one meetings, and anonymous feedback forms are all great ways to gather insights on the engagement level of your team, it’s important for managers to understand the difference between engaged and disengaged employees. 

Here are a few comparisons:

Engaged employees

  • Takes initiative to get the job done the best way possible — even if it takes more effort 
  • Excited to work as a part of a team and keeps team leads and management in the loop
  • Goes out of their way to support team members and mentor new hires 
  • Gets work done sufficiently on time and isn’t afraid to ask for help when they’re feeling stuck

Disengaged employees

  • Lacking the motivation to do work and usually puts in the bare minimum 
  • Avoids communicating with team members and leads about projects and tasks 
  • Prefers to work solo, avoids collaborative environments, and rarely offers support 
  • Misses deadlines, fails to complete work, and doesn’t seek help when they need it

What Drives Employee Engagement?

Employee engagement can’t be forced and there are a lot of factors that influence how engaged an employee be on the job. Work culture, team communication, company reputation, and personal factors all play a role – as we discuss more below: 

1. Company culture

Being happy in a job is about more than being content with the work we do. Most of us spend a good chunk of our waking hours in the office (or connecting virtually while working remotely), and when that work environment is toxic, suffocating, or downright boring, it can lead to things such as burnout and a lack of interest in work. 

Having a company culture that is respectful, supportive, and encouraging can help employees feel safe and heard at work. When they feel involved and connected to their role, their level of engagement can increase.

2. Team communication

Lack of strong communication among team members can make employees feel like they’re working on an island. When an employee feels left out of important discussions or their voice isn’t heard and valued, it can lead to them losing interest in the work they’re doing. 

Leaders need to effectively communicate with their employees on everything from day-to-day expectations and responsibilities to larger company goals and organizational decisions — but communication needs to be seen as a two-way street. Employees should feel comfortable expressing their ideas or concerns just as much as those in leadership.

3. Company reputation

Employees are putting a greater emphasis on how the brands they work for are perceived by the public. According to Glassdoor, 86% of employees look at reviews and ratings when looking for a new job. On top of that, 86% of women and 67% of men in the U.S. said they wouldn’t join a company with a bad reputation. 

Improving how the company is viewed (especially by existing and past employees) can help teams feel like they’re contributing to something “good.” When they’re excited about the place they work, they’ll be more likely to invest their time and energy into seeing it succeed.

4. Personal factors

A number of personal factors go into whether or not a team member is engaged at work, and unfortunately, most of them are outside of the company’s control. However, knowing how to support an employee when they’re struggling with external factors or helping them develop their professional skills to stay aligned with the work they enjoy can go a long way. 

Things such as flexible work schedules, career development opportunities, and employee recognition can prevent team members from burning out. Giving an employee some extra time off or space when they need it, pushing strong workers to take the extra step and learn a new skill, or acknowledging when an employee has a win can improve engagement.

40 Actionable Employee Engagement Ideas for Your Organization

What are some actionable steps you can take to improve employee engagement? Here are 40 ideas you can try out: 

1. Create an engaging onboarding experience

Onboarding is the first step in the employee engagement lifecycle. A new hire’s experience on their first day sets their mindset for the rest of their employment. Effective employee onboarding improves employee engagement, increases employee productivity, and ultimately, leads to a higher retention rate. 

Make your new hire feel welcome and supported from the very first day with these employee engagement ideas

  • Use a comprehensive employee onboarding checklist to walk new hires through the company’s processes.
  • Encourage employees to contribute ideas or feedback early in their employment.
  • Establish clear performance expectations
  • Create a strong internal social network that promotes company culture
  • Automate your onboarding program to streamline the process and give your new hires a personalized and effective onboarding experience.
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Create personalized onboarding experiences with in-app task lists and guided flows with Whatfix

2. Create a continuous feedback loop for your employees

Improve employee engagement by encouraging your team to share feedback on how the organization can improve and make areas of opportunity clear for employees wanting to improve in their roles. 

Here are a few ways to gather and share feedback with your employees:

  • Workplace chatbots: Chatbots ask questions tailored to your organization and follow up directly with employees on reported concerns.
  • Manager one-on-ones: Regular check-ins between employees and their managers can create consistent opportunities to align on goals, find areas of improvement, and talk through roadblocks that employees or projects might be experiencing. Frequently low-stakes discussions can help identify and solve problems before they kill engagement. 
  • Anonymous employee surveys: Most employees feel hesitant to share any negative feedback or issues they have in the organization because of fear of repercussions. Conducting anonymous employee feedback surveys can encourage honesty and make employees feel more confident and open about their feedback. Here are some key areas to measure in employee surveys:
    • Meaning – Do employees find meaning and purpose in their jobs?
    • Autonomy – Do employees have freedom and the ability to make choices about their work?
    • Growth – Does the job provide development and growth opportunities for employees?
    • Impact – Do employees see that their effort makes a difference and contributes to the success of the organization
    • Connection – Do employees have strong connections with the people they work with?

But don’t simply collect employee feedback — really listen to what employees are saying and take action to let them know their input is valuable. 

3. Show recognition and appreciation

Employees can quickly become disengaged if they feel like they’re invisible. Lack of recognition is one of the top reasons employees consider leaving their employer. 

Building a culture of employee recognition and appreciation is one of the most important ways an organization can improve employee engagement. When people feel valued for their work, they are motivated to keep delivering and feel inspired to work harder.

Below is an example of how we recognize hard work and great team members at Whatfix with our “Cheers Mate” Slack channel.

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Acknowledging and recognizing your employees’ hard work shouldn’t just be a once-in-a-year practice — it needs to be an everyday habit. Even a simple “thank you” can go a long way.

Here are some suggestions for your organization to show employee appreciation and recognition:

  • Developing a rewards system
  • Posting a message on your company portal
  • Publicly acknowledging an employee’s achievements
  • Recognize your star employees on social media
  • Hosting an employee appreciation day
  • Encouraging peer-to-peer recognition

4. Have effective, open communication

Effective communication in the workplace is an essential element of a business’s progress. The most effective way to keep your employees engaged, focused, and motivated is to constantly communicate with them. 

Maintaining constant communication is difficult — especially if you have teams working remotely or in varying time zones and locations. But keeping open communication within teams is critical for all teams, both in-office and remote. 

To improve employee engagement, create multiple communication channels for employees to connect with team members and managers. Providing video conferencing tools, instant messaging platforms, and other apps to improve collaboration can make communication easier. 

When it comes to communicating and keeping employees engaged, leaders must:

  • Communicate frequently with employees.
  • Help employees know and understand the business goals and strategy.
  • Provide information and feedback on performance.
  • Inform employees on how their role fits into the organization’s overall future direction.
  • Encourage sharing of ideas or any challenges.
  • Listen to employees to make them feel an important part of the organization.

5. Prioritize work-life balance

Work-life balance is essential for sustainable employee engagement. When employees have the freedom and flexibility to invest time and energy into maintaining a positive life outside of work, those benefits (including a calmer mind and stronger physical and mental health) can translate into the workplace.

Encourage flexible hours, telecommuting, and allowing employees to work when and where they feel most productive. Give your team time off to enjoy time with their family and encourage them to pursue hobbies or interests outside of work.

6. Invest in employee development

Providing new skills training and enabling professional development is one of the most practical employee engagement ideas to boost your engagement rates. When employers invest in their employees, provide tuition reimbursements, or allow them to attend online classes during work hours, it encourages them to stay loyal to the organization and invest in its mission in return.

Offering professional development opportunities through digital technology or online training can provide flexible schedules for employees to develop their skills in a timeframe that suits their schedule. On-demand training and in-the-moment-of-need support can ensure employees get the development they need at the right time. 

A robust platform for successful training content development and delivery is imperative for companies. Modern training and support technologies like the one provided such as what we provide at Whatfix empower companies to redefine the way their employees and application users learn.

7. Don’t micromanage

You cannot engage your employees by restricting their freedom of working. Micromanaging can be damaging to your business. Employees need to be encouraged to work on their own and develop their own ways to solve problems and engage with their work.

Although it is important for managers to provide a clear direction and guidance for their employees, employees need to be encouraged to perform independently while seeking support when they need it. Not only does this improve employees’ skills and independence, but also increases morale.

8. Celebrate professional and personal milestones

Recognizing life milestones such as birthdays, weddings, and parenthood is a great way to show your employees that they are valued and cared for. It fosters a sense of community and shows support for their lives outside of the office. 

employee-anniversaries

When employees feel genuinely appreciated and recognized for their achievements, they can feel more connected to the organization and want to add more value to the company.

9. Create a welcoming work environment

A positive and vibrant workplace can lead to happier, more motivated employees. When they’re excited to spend time in the office (or to connect with their team virtually), they’ll be more likely to give their best. 

In a physical office, make sure employees have access to necessities like snacks, beverages, and clean, comfortable workspaces. But creating a welcoming work environment is important virtually as well. Give employees the tools they need to work productively from home and encourage communication and connection throughout the workday.

10. Engage in team building activities outside the workplace

Hosting activities outside the workplace helps employees interact on a more personal level, strengthening mutual trust and goodwill. Team building activities foster a sense of community and belonging within the team, encouraging them to contribute in the workplace too — and being friends with your team can just make going to work more fun. 

Here are some ideas for team building activities to consider:

  • Team lunches 
  • Nature hikes 
  • Volunteer events 
  • Charitable events 
  • Virtual games 
  • Happy hour gatherings 
  • Company retreats

11. Provide easy access to information

When tasks are easier to complete, it’s easier to keep the momentum going. Giving your employees easy access to the information they need can boost productivity and keep engagement high.

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The ability to quickly retrieve information saves employees precious time and energy to help them make informed decisions at work. With better access to knowledge and a better ability to make decisions, they will be better supported to excel in their career and feel more fulfilled by the work they’re doing. 

12. Set up an active anonymous feedback system

If an employee has an issue with someone they work with every day or even their direct supervisor, it can be difficult to know how to raise a concern in a way that feels safe. An anonymous feedback system gives employees an opportunity to express their frustrations anonymously without the fear of judgment. 

Anonymous, unfiltered feedback can help a company see problems or challenges in a better light so they can deal with them proactively. Team members can raise concerns or point out red flags in a way that encourages leaders to take action without needing to become deeply involved in the process. 

You can collect anonymous feedback by sending out regular surveys or even set up an open form that employees can use to submit feedback as they need to.

13. Promptly act on employee feedback

While it is essential that a company gathers employee feedback regularly, it is even more important to take constructive steps upon receiving this feedback. Taking prompt action on feedback makes employees feel understood, valued, and respected for their inputs. Taking action facilitates a two-way dialogue, which can boost engagement significantly. 

14. Invest in employee wellness programs

Physical and emotional wellbeing are important factors in how well an employee performs on the job. Corporate wellness programs can help employees create a healthy lifestyle with a holistic focus on their physical and mental health, creating a win-win situation for employers and employees. 

Employee wellness programs can come in many forms. Access to a workplace gym or fitness center, discounts or reimbursement for local gyms, counseling services, and subscriptions to wellness apps are all great options. Encourage the use of wellness programs through competitions or offering incentives for those that take advantage of the benefit. 

15. Offer flexible working hours and locations

Unless an employee needs to be face-to-face with other team members or customers, most jobs can be done at any time or location. Giving employees who can work flexible hours the option to do so can help them better manage their work-life balance and lead to more engagement at work. 

Employees can cater to family needs or external responsibilities without impacting their job performance. They’re able to work when and where they’re most productive, so they can get more done in less time and with less stress. 

Consider adopting a hybrid workplace model for a better balance of in-office and remote work, as well as an unlimited PTO policy to give your employees enough time away from their work to recharge.

16. Build spaces for socializing and recreation

Not every moment at work needs to be spent working. When employees are encouraged to socialize, play around a little bit, or just take a break away from their desks, they can return to their work feeling refreshed and more productive. 

Specially-designed break rooms or areas can help employees step away from stressful work moments to refresh themselves, connect with workplace buddies, or recharge when they need it. Adding some mentally stimulating furniture, puzzles and games, or decor can give an added boost. 

17. Allow employees to define their own roles

More and more employers are allowing their employees to self-define their responsibilities at work. Giving your employees a chance to personalize their job descriptions allows for greater employee accountability and involvement at the workplace. 

Instead of asking employees what to do, letting an employee speak for themselves boosts morale significantly. It allows employees to focus on their strengths and perform the kind of work they are good at.

18. Express genuine trust, respect, and gratitude

Employees give their best when they feel trusted, respected, and valued for their contributions. Expressing gratitude when a team member shares ideas or input encourages them to stay engaged and can lead to long-term trust with the company. 

Trust isn’t always earned easily in the workplace. Delegating important responsibilities, keeping employees well-informed, encouraging feedback, and avoiding micromanagement are good ways to foster trust and mutual respect at the workplace.

19. Ask employees for opinions and advice

No matter where an employee falls on the hierarchical ladder, they want to feel like they’re a genuine part of the team. Asking for their opinions on business decisions can make them feel involved and valued and lead to investment in the outcome. 

A bottom-up system of incorporating organizational changes can spur employee engagement. Give out questionnaires and surveys to employees to understand their concerns and opinions on the change. Inviting employees to be a part of the change early in the process can bring about a sense of entitlement and security in the organization.

20. Encourage volunteerism

Coming together as a team for the greater good can work wonders to boost employee retention. Participating in volunteer programs helps employees leverage their skills and strengths to make a difference in the community. 

Volunteer as a group or encourage employees to take time off work to participate in a volunteer program. Spending time supporting the community can improve satisfaction and self-worth, which can make employees more confident in their jobs. 

21. Hire well-rounded managers

Managers have the power to make or break their teams’ engagement levels. Great managers know how to get their employees involved and excited about their work, while bad managers can be enough to send a great employee running. 

Holding managers to a high standard can help improve engagement across the organization. Whether you’re hiring from external candidates or you’re looking internally, put people in managerial roles who know how to encourage, mentor, and keep their team members motivated. They play a major role in keeping employee esteem high, understanding the needs of your team, and driving the team’s productivity and performance.

22. Show appreciation through meaningful gifts

Thoughtful gifts act as a physical representation of your appreciation. Saying “thank you” with items that align with the company’s mission is a great way to show employees you care about them and recognize their hard work, encouraging them to stay engaged on the job.

Try giving a regular gift for holidays, work anniversaries, personal or professional milestones, or even just when a major project is complete. 

Here are some gift-giving ideas:

  • Gift cards. Thank employees for working hard, attending a conference, or otherwise going the extra mile with a gift card or stipend.
  • Company swag. Giving away free sweatshirts, coffee mugs, pens, notebooks, and other swag items with the company logo not only boosts brand recognition, but also makes employees feel like they’re a part of a team. 
  • Food. Host an in-office party or serve deserts to celebrate major milestones. 
  • Bonuses. You can’t go wrong with a monetary gift.

23. Encourage employees to work on "pet projects"

A “pet project,” or an internal side project unrelated to the employee’s day-to-day activities, can promote creativity and prevent your team from growing bored with their work. It can also encourage collaboration among team members who might not get a chance to work together naturally. 

The pet project can help employees learn something new and exciting outside the bounds of their work and thus impact overall job satisfaction levels. It encourages an entrepreneurial spirit, and gives them an opportunity to explore, further their skills, and indulge in something that may benefit the company in the long run.

24. Get to know employees on a personal level

Employees want to feel comfortable being their true selves while at work. To have a company culture that translates into strong employee engagement, you need to get to know your team on an individual level. 

Approaching employees as humans and not as mere resources can increase loyalty and overall satisfaction levels. When companies take the effort to understand employees on a personal level, it helps them better recognize individual strengths, talents, and limitations.

Here are some ideas for strengthening employee connections:

  • Encourage team members to talk about their life outside of work, including hobbies, family members, and friends 
  • Host social events where work topics aren’t the center of conversation 
  • Ask questions and follow up on the responses, such as how a new hobby is going or what they did on their vacation

It’s important to remember that your team isn’t obligated to share their life outside of work. If they don’t seem receptive to chatting about what they’re up to in their free time, it’s best to let it go. It’s okay to keep conversations surface level. 

25. Create a success roadmap

Employees are more engaged and connected with the company they are working for when they have a clear picture of where they stand. 

Chalking out a career advancement strategy for employees can provide the necessary reassurance that they are growing with the company. Knowing there is room for advancement within the company can encourage them to stay with the organization longer.

26. Involve employees in the hiring process

When hiring new team members, it’s important to see how they’ll mesh with existing employees. Getting your current team involved in selecting the right candidate for a job shows you’re approaching hiring as a group effort that ultimately impacts everyone. 

It can also prove that you find their insight and opinion valuable to the future success of the company.

In addition to improving employee self-esteem, adding an employee to the interview panel brings a whole new level of perspective during the hiring process. It helps employees understand the hiring process better and reconnect with the expectations of their employer.

27. Conduct regular brainstorming sessions

Regular brainstorming sessions engage employees and teams to share their thoughts and ideas and contribute openly to the future direction of a company or project. Not only does this give the company a better understanding of where employees stand, but employees get a low-stakes opportunity to share their views. 

Brainstorming sessions should be low-pressure meetings, but should also have tangible outcomes. If you’re just holding a meeting but then not taking any action or walking away with insight you can use, they can start to feel like a waste of time.

To make your brainstorming session as productive as possible, have a dedicated focus that you share with your team before the meeting starts. Encourage all team members to research and come up with ideas they’d like to share (and make sure to give them time in their day to do so), and end the meeting with actionable steps you’re going to implement. 

28. Host "Lunch and Learn" sessions

Lunch and learn sessions help your teams grow both professionally and personally. Sharing ideas over lunch helps teams bond better and, in turn, build a stronger work culture. These sessions serve as platforms to interact on a deeper level with colleagues, and assist in understanding and appreciating each other’s roles.

Encourage employees to host their own session on a topic they enjoy — even if it isn’t work-related. Letting your team discuss their interests or hobbies can help foster stronger connections between employees that lead to better workplace friendships. 

29. Incorporate gamification at the workplace

Make daily work interesting and more enjoyable by setting up tasks and challenges. Gamification applies game mechanics to work, leading to increased engagement and productivity. 

Through instant recognition, meaningful rewards, and gratification, employees are inspired and challenged to give their best. Apart from daily work, gamification can also be applied to wellness programs, training activities, and various other aspects at work.

30. Start hobby clubs for employees

Hobby clubs or social groups, like a book club or a running group, help bring your workforce together in ways that appeal to their unique interests, allowing them to build deeper work relationships with team members they might not get to engage with regularly. 

Encourage employees to start groups of their own based on their unique interests. Establish time during the workday that these groups can get together, or give clubs flexibility to participate in their activities during normal business hours. For example, a book club might choose to meet over lunch, or a running group might end the day early once a week to go on a group run. 

31. Allow for lateral career moves

Allowing employees to change the course of their career through a lateral move can help the employee find a role they thrive in, where their productivity is higher and they’re more satisfied in their job. It keeps strong employees within the organization and helps improve employee retention.

Encourage employees to pursue interests related to different departments and give them the flexibility to try something new in low-pressure ways. For example, if an employee expresses interest in a lateral move, set them up with a shadowing opportunity to get a feel for what day-to-day responsibilities look like to someone already in the role they’re considering. 

If they choose to make that transition, the organization wins by retaining a strong employee and saves money on hiring costs. Plus, the employee can bring their past knowledge and experience into the new role, potentially leading to better outcomes and successes.

32. Conduct “stay” meetings with employees

A “stay” interview gives employees an opportunity to have an honest discussion about challenges, pain points, and satisfaction levels while still at the organization. In contrast to an “exit” interview, a stay interview helps ensure employees are taken care of and engaged in their current role. 

Stay interviews should be held regularly, during annual reviews, or even quarterly check-ins. But as with other feedback-focused meetings, you’ll want to make sure you walk away from stay interviews with actionable steps. Your employees need to feel like they’re being heard and understood.

33. Host social events and special days

Social events encourage employees to have some fun at work. Not only does it boost happiness, promote personal connection, and give employees a chance to blow off some steam, it can also get the creative juices flowing. 

Social events can include everything from team lunches to company retreats — but don’t feel like every event needs to be expensive or pre-planned. A spontaneous after-work happy hour or catered lunch during a busy week can be just as beneficial.

34. Build a good knowledge-sharing system

A strong knowledge management strategy can make a world of difference to employees’ lives — especially for new hires. There is a tremendous amount of information and knowledge shared among team members every day, so keeping it all stored on a universally accessible knowledge base or internal wiki can make employees’ jobs easier and reduce stress. 

Team members can more efficiently collaborate with one another or support each other through their challenges or roadblocks, improving productivity and ultimately saving the company money. 

35. Show employees how they contribute to the company's growth

Each individual wants to feel like they’re making a difference to the company’s growth. Demonstrating the outcomes of each employee’s inputs can be an enlightening experience and help create a sense of ownership in employees. 

When an employee sees how their work impacts the business, they’re more motivated to work harder and make a difference. Seeing the big picture can also give employees a sense of direction and teamwork and infuse a sense of meaning to their day-to-day tasks.

36. Promote diversity and inclusion at the workplace

A diverse and inclusive workplace can have a major impact on how engaged teams are. Prioritizing a diverse workforce that is welcoming of all individuals can promote a safe environment where team members feel comfortable being themselves. 

Diversity and inclusion initiatives need to be more than a hiring initiative. To ensure your workspace is safe and welcoming for all, establish a code of conduct for employees. Outline what types of behavior are expected, as well as what won’t be tolerated — and then be sure to live by those promises. If someone is creating a toxic or hostile work environment, take the appropriate measures to rectify the situation.

37. Set up a buddy system in place for new hires

Setting up an onboarding buddy system in place for new hires can make a big difference in their onboarding experience.

A buddy system is even more critical today, where virtual onboarding is becoming the norm. This helps employees clarify queries and receive directions through a single point of contact, saving precious time and energy. The employee onboarding experience becomes easier and smoother – and gives the new hires enough time to focus on essential training activities to get started in their new role.

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38. Encourage employees to take time off

Sometimes the best way to stay engaged at work is to take a break from it. Encouraging employees to use their time off to relax and recharge can allow them to come back to work stronger than before. 

In addition to using their allotted time away or unlimited PTO, reward hard-working employees with some extra breaks when it seems necessary. Half days during the summer, an extra day off surrounding a holiday, or an impromptu early dismissal during a slow day can give employees an unexpected (but welcome) break. For longer-tenured employees, implement a sabbatical policy.

39. Refresh workplace seating arrangements regularly

Reshuffling seating arrangements once in a while can be a good way to encourage collaboration and communication at the workplace. Sharing space with different sets of colleagues can be a welcome change and help foster new workplace friendships. 

Additionally, employees are not confined to the same corner of the office for years and have the chance to explore other areas within the office.

40. Facilitate cross-training for your employees

Cross-training is a fantastic tool to strengthen teams and build competencies across your organization. Regularly training employees for skills outside their scope of work helps them understand and appreciate the contribution of other team members at the workplace. 

Cross-training also reduces the dependency on a single team member, ensuring that the job is easily taken care of in case of absence or emergency. Employees feel more confident when they are able to learn multiple skills, boosting their morale and satisfaction levels.

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Best Employee Engagement Software Tools

The right software can help employees stay more engaged at work. Here are some of the best communication, survey, and recognition tools to consider:

1. Communication Tools

  • Slack: Slack is the most common, well-crafted, and flexible messaging communication tool used by remote teams. Its private or open chat channels, reminder settings, searchable archives, and numerous Slackbots enhance instant communication within a team.
  • Microsoft Teams: Microsoft Teams enables communication by chat messages in private or group conversations, or by voice calls and video meetings. Teams can even share pictures, files, and documents right within the app.
  • Zoom: Zoom makes it easy to hold everything from one-one-one video meeting to large webinars or conferences.

2. Feedback & Suvey Tools

  • SurveyMonkey: SurveyMonkey is a free survey tool that lets you customize questionnaires so you can learn what’s working (and what’s not) directly from your team. 
  • Connecteam: Connecteam is an all-in-one employee engagement app that helps boost engagement and streamline communication so you can analyze your team’s feedback and review insights to improve your business in real-time.
  • Zoho Survey: Use Zoho Survey to create your own survey, share it with your employees on social media or through email, and get a customized report on the results.

3. Employee Recognition Tools

  • Bonusly: Bonusly is an online platform for rewarding, recognizing, and generally celebrating your employees. It enables everyone to recognize anyone. Peers can recognize each other, managers can recognize direct reports, and so on and so forth.
  • Blueboard: Blueboard prioritizes experiences over meaningless rewards. Employees can choose from at-home experiences or real-life adventures, including at-home sommelier courses to hiking trips.
  • Snappy: Snappy makes sending gifts to all your employees easy. Recipients can choose the chosen gift, or exchange it for something they’ll enjoy more — so you never have to worry about a gift going to waste.
Investing in employee engagement is investing in company success

Happy, engaged team members mean more successful companies. When your employees love where they work and the job they do, it will show in the strength of your products, connections with customers, and even your reputation with the public. 

But engaging employees takes time and effort — it’s not realistic to assume all employees will be engaged with their work all the time. As a leader, it’s up to you to ensure they’re getting what they need to be happy, successful, and passionate about their job. 

Find out what your team needs to feel more engaged and start with an action plan. When you invest in the future of your team, you invest in the future of your company.

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