Learning from various employee engagement examples and implementing some of the ideas can help you improve your organization’s relationship with its employees. Plus, engaged employees are more productive employees.
In fact, a Harvard Business Review study (sponsored by Quantum Workplace) revealed that 81% of business leaders strongly agree that highly engaged employees performed better and were more productive. Incorporate the examples in this article into your company’s employee engagement plan for positive long-term results.
Contents
What is employee engagement?
What drives employee engagement?
15 employee engagement examples HR should follow
How to develop an effective employee engagement plan
Employee engagement metrics to track
What is employee engagement?
Employee engagement is a key indicator of your employees’ level of enthusiasm for their jobs and their employer. It involves employees developing a strong connection to their work and the organization, which drives their professional commitment.
A highly engaged employee is dedicated to performing well at work and is more likely to go above and beyond when needed. In contrast, a disengaged employee does the bare minimum at best and lacks the motivation to put in any extra effort.
Why is employee engagement important?
Disengaged employees are costly to businesses. According to People Element, low employee engagement costs the global economy around $8.8 trillion and accounts for 9% of global GDP.
Additionally, Gallup conducted a meta-analysis of data from over 183,000 business units in 53 industries and 90 countries. It reported that organizations with highly engaged employees saw a 51% drop in turnover (for low-turnover companies) and a 23% rise in profitability.
What drives employee engagement?
Employee engagement has various drivers. Some are subtle and depend on individual employees’ personalities, wants, and needs. However, most organizations share a few common employee engagement drivers, such as:
- Leadership and management: When leaders and managers are accessible, communicate well, and act with integrity, employees are more likely to trust them. But to inspire employee engagement, managers must be engaged, too. Gallup’s meta-analysis of 200,000 manager-led teams found that highly engaged managers have more engaged teams.
- Work environment: A safe, accepting work environment that equips employees to do their jobs well promotes greater job satisfaction and a positive perception of the organization.
- Recognition and rewards: Acknowledging and awarding employee contributions makes employees feel appreciated and motivates them to keep doing their best at work.
- Career development opportunities: Investing in employees’ professional development shows them they are valued and helps them envision a future with the organization.
- Work-life balance: Respecting employees’ time and offering them flexible work arrangements (e.g., hybrid/remote work) demonstrates a commitment to their well-being and improves their rapport with the organization.
- Team dynamics: When team leaders foster cooperation by setting clear goals and communicating well, they build trust among their team members. This leads to a stronger connection to the company and greater productivity.
- Organizational alignment: Clearly conveying organizational goals and how each employee helps achieve these goals shows them their teams and the company need their expertise. This makes them feel valued and motivates them.
HR tip
HR can be a catalyst in driving employee engagement by incorporating it into routine communication. Encourage managers to play an active role by promoting employee engagement initiatives during team meetings and one-on-ones.
15 employee engagement examples HR should follow
HR should prioritize employee engagement and find ways to incorporate it into organizational strategies and business decisions. This can be done by implementing methods, programs, and activities to boost employee engagement.
Below are 15 employee engagement examples you can follow to drive your organization’s employee engagement.
Example 1: Flexible work arrangements
Flexible work arrangements accommodate individual employees’ circumstances instead of rigidity in the work culture, which can create additional stress for employees. Flexible work arrangements can include:
- Remote/hybrid work
- Fixed on-site days
- Alternating weeks
- Team-driven office days
- Company-driven office days
- Variable work hours
- Compressed work weeks
- Part-time/shared work options.
Company example
Most Google employees work on a hybrid schedule. They go to the office approximately three days a week and can choose where to work the other two days. Some positions are 100% remote, and each employee gets four weeks every year to “work from anywhere”.
At Microsoft, certain jobs are 50% to 100% work-from-home, with varying work hours. The company encourages every employee to negotiate a schedule that suits them best while allowing them to meet work expectations.
Some organizations even practice ‘radical flexibility’ — they give employees flexibility on not only when and where they work but also with whom, on what, and how much. According to Gartner, these companies see a 40% increase in workers defined as high performers compared to companies offering flexibility only on location and work hours.
Example 2: Employee recognition programs
Employee recognition is a key engagement driver. According to a Nectar survey, 83.6% of employees say recognition impacts their motivation to succeed. Employee recognition programs are a systematic way to acknowledge employees’ contributions, milestones, and achievements. They show employees they are valued and motivate them to keep succeeding.
You can structure these programs as manager-to-employee, team, peer-to-peer, or company-wide programs. Also, include public acknowledgments, company-wide celebrations, small gifts, and monetary rewards in your recognition programs.
Company example
Zappos employees earn “Zollars” when a manager or co-worker acknowledges that they have gone the extra mile. They can spend this currency on Zappos swag, cinema vouchers, raffle tickets for other prizes, or charitable donations.
Example 3: Professional development opportunities
Giving employees access to learning and development programs can help them further their careers. It also shows them their employer is invested in their long-term career development.
Provide professional development support with:
- In-house training sessions
- Off-site conferences
- On-the-job training
- Online courses
- Mentorship and job shadowing programs
- Professional certifications.
Company example
In 2021, Amazon committed $1.2 billion to give 300,000 employees access to skills training and education until 2025. The company’s Upskilling 2025 initiative includes college tuition funding and a variety of technical apprenticeship and training programs.
Continuous learning can build employees’ confidence and pride in their work. As they upskill themselves, they become eligible for new roles and promotions. This can lead to greater engagement and a longer tenure at the organization.
Example 4: Wellness programs
Workplace stress compromises employee motivation and can cause burnout. Supporting employees’ physical, mental, and emotional wellbeing is important to foster a healthy, productive work environment.
According to the American Psychological Association, 81% of workers intend to seek employers that offer mental health support when they look for new jobs. HR and leadership can offer wellness programs to show employees they care and increase morale and engagement.
Wellness programs you can implement include:
- Physical health programs: Gym memberships and discounts, health and fitness challenges, and employee sports/exercise groups.
- Mental and emotional health programs: Employee assistance programs, mindfulness app subscriptions, art/creative workshops, employee support groups, and spaces for relaxation.
Company example
Johnson & Johnson has expanded its health and wellness programs to ensure a healthy workforce. Its workplaces supply nutritious food and beverage options, mental health support, digital health tools, and exercise opportunities.
Example 5: Open communication channels
When employees are left out of the loop, they can become frustrated and feel disconnected. It’s important to ensure that internal communication with employees is always transparent, consistent, and purposeful.
Employees need to hear from HR, management, and leadership regularly to know they’re included in what’s happening and how decisions are made. In fact, one Slack study found that as much as 80% of workers want to be more informed about how their organization makes decisions.
Ensure transparent, consistent communication among employees by:
- Letting them know whom to contact when they have questions about their jobs, organizational procedures, available resources, benefits, and more
- Using coaching sessions, team meetings, surveys, and other feedback mechanisms to ensure they can share their opinions and have them taken seriously.
Example 6: Team-building activities
Team-building activities allow employees to take a break from their routines to form social connections with their supervisors and co-workers. These activities can vary widely and include:
- Problem-solving games/tasks
- Scavenger hunts
- Team lunches/dinners
- Cooking classes
- Karaoke or game nights
- Outdoor activities or team sports
- Community service projects.
Facilitating collaboration and bonding among team members fosters better understanding and a sense of camaraderie. This strengthens their work relationships and leads to improved business outcomes for individual teams and the company as a whole.
Example 7: Inclusive company culture
A healthy company culture prioritizes Diversity, Equity, Inclusion, and Belonging (DEIB) for everyone. Employees who feel accepted and comfortable in their work environment tend to be more motivated and engaged. Employing people from diverse backgrounds is a good way to prevent the organization from becoming an echo chamber.
A company that welcomes diversity of thought makes employees feel safe enough to share their ideas and contribute to positive business outcomes. You can help establish employee resource groups to unite employees with common traits or interests, further promoting inclusivity and engagement in the workplace.
Example 8: Employee autonomy
Unsurprisingly, employees prefer autonomy in the workplace to micromanagement. Help managers to support employees in crafting their roles or encouraging autonomy. This helps build mutual trust and gives employees a sense of control and independence.
In addition to flexible work arrangements, employees seek the freedom to solve problems and make decisions without constant monitoring or approval. This empowers them to contribute authentically and innovate more, increasing job satisfaction and overall engagement.
Data from a Forbes survey of over 7,000 employees revealed that those who enjoyed a high level of empowerment were in the 79th percentile of employee engagement.
Example 9: Strategic direction
Keep employees updated on the organization’s direction and how their roles can further the overall strategy. This signals to them that their work is valuable and helps the organization reach its goals.
Weaving the organization’s mission and vision into employees’ day-to-day tasks and celebrating their milestone achievements boosts their confidence in themselves and the company. This, in turn, increases employee engagement and commitment to the organization.
Example 10: Defined values and ethics
According to a Leadership IQ study, organizations with well-defined company values see 115% more employee engagement than those without clear values. Employees want to work for employers who display integrity.
In fact, Deloitte found that 55% of Gen Z workers would consider a company’s environmental impact and sustainable policies before considering or accepting a job. Additionally, 40% of millennial employees have turned down employers due to their personal ethics or beliefs.
Company example
Patagonia, Inc. touts its commitment to environmental sustainability throughout its business. It allows employees time off work to enter an environmental internship program to volunteer with an environmental group of their choice for up to two months. During this time, they still receive full pay and benefits.
Example 11: Functional change management
While organizational change is inevitable, effective change management can make all the difference in how well employees respond to it. Preparing them well to handle change inspires confidence in the company. Those who lack the relevant information and tools to keep up with major changes are bound to feel frustrated and resentful.
Here’s how you can help employees better handle organizational change:
- Give them advance notice of upcoming changes as early as possible
- Explain the benefits of every change and how it will impact each role
- Be transparent about the reasons behind the change
- Look for employee input on how best to implement changes
- Reward employees for their efforts and support throughout each change.
Example 12: Competitive pay and benefits
A competitive compensation and benefits package is key to a healthy employer-employee relationship. Good pay helps employees feel secure, stable, and more satisfied at work, while helpful benefits show the organization supports their overall wellbeing.
Employees who believe their employer appreciates their worth are more likely to perform to the best of their abilities and remain with the company longer.
Example 13: Optimized work processes
Well-designed work processes make it easier for employees to do their jobs more efficiently. This, in turn, also foster greater job satisfaction. On the other hand, too few established processes or too many cumbersome processes are a barrier to productivity and fulfillment.
Streamline and automate tasks wherever possible. Ensure procedures are based on practical reasons and update them when needed. For instance, if an employee is responsible for preparing a report covering information its intended recipients already have at their fingertips, it becomes a pointless assignment.
This optimization helps employees understand the ‘why’ behind their work, making them more likely to experience greater job satisfaction and engagement.
Example 14: Maximized employee engagement feedback
Employee engagement surveys are an effective way to get direct feedback from employees. However, these surveys are only valuable if you act on the findings.
Use the survey results to focus your efforts and resources where employees feel will have the most impact. Also, communicate these changes to employees to show that their opinions matter and the organization takes their feedback seriously.
Example 15: Useful resources and managerial support
Providing the necessary tools, resources, and guidance employees need to do their job establishes an engaging work environment. Employees don’t want to be held back by inadequate digital tools, working conditions, or management support.
HR can advocate for budgets that include resources that will support employees’ ability to work more efficiently and comfortably. This should also include offering training and development for managers and leaders to equip them with coaching and leadership skills.
How to develop an effective employee engagement plan
Employee engagement plans differ from one organization to another, but they usually share some common essential elements. Here are some suggestions for HR professionals to develop an effective employee engagement plan:
- Focus on what employees need using insights gathered from employee engagement surveys
- Choose employee engagement interventions that suit your organization, are feasible, and will make the most impact
- Align employee engagement strategies with your company culture and organizational goals
- Make sure your plan is well-rounded and can be applied to all organizational levels and employee groups
- Communicate the plan to employees and provide them with ongoing updates
- Evaluate the plan regularly and adjust it whenever necessary to make sure it’s updated and aligned with changing employee needs.
Employee engagement metrics to track
Once your organization has implemented an employee engagement plan, use data and analytics to find further ways to improve it. This allows you to monitor where the plan has succeeded or needs further refining.
Some employee engagement metrics to track include:
- Employee retention rate
- Voluntary turnover rate
- Absenteeism rate
- Employee Net Promoter Score (eNPS)
Based on the insights from the metrics and the examples provided above, you can design an effective action plan and establish a timeline for boosting employee engagement at your organization.
To sum up
Ultimately, employee engagement boils down to organizations valuing their employees. Without validation, employees feel disconnected and uncommitted. HR and other leaders must demonstrate care and respect for employees’ voices, needs, and contributions if they wish to engage and retain top talent.
