30 employee engagement ideas to boost your team

Organisations often use strategic employee engagement to boost employee experience and support engagement. Engaged employees drive organisational success, leading to a 23% profitability rise and a 22% participation increase, according to the Gallup State of the Global Workplace 2024 Report. 

We’ll share 30 expert engagement ideas that you can use to improve engagement levels and show you how to measure the impact of your initiatives. 

Employee engagement refers to employees’ emotional commitment to their organisation and goals. Engaged employees view work as more than just a means to an end; they’re dedicated to the company’s success.

Gallup’s research indicates that building highly engaged teams leads to fewer challenges, more positive results and greater organisational success. 

Companies with engaged teams are more likely to attract top talent and uphold a strong reputation. They excel at retaining current employees and benefit from a committed workforce.  

Employees get to work at a business where they feel appreciated and are encouraged to succeed. Their successes create better conditions for their teams, customers and employers.

Engaged employees also provide the following benefits:

Conversely, low engagement is a lose-lose scenario. Gallup estimates that low employee engagement costs the global economy 8.9 trillion U.S. dollars (£6.9 trillion). Disengaged employees suffer from poor wellbeing and fail to achieve their full potential in the workplace. 

Employee engagement activities are actionable strategies that organisations can implement to boost participation. Here are 30 different techniques for better engagement: 

Acknowledging and rewarding employee achievements reflects a genuine appreciation for their efforts. Only 36% of organisations implement an employee recognition programme, highlighting significant room for improvement. 

Employee of the Month (EOM) programmes can motivate employees, improve morale and boost job satisfaction. Define clear eligibility criteria and offer personalised rewards, such as monetary incentives, public recognition or development opportunities.

Peer recognition involves employees acknowledging each other’s contributions and achievements, fostering better relationships and a culture of equality. Encourage employees to send each other thank you notes, shout-outs in meetings or a ‘kudos’ system. 

Set clear objectives and encourage leadership to model recognition behaviours. 

The little things count. Catered lunches celebrate hard work and boost morale. To include remote employees, you can send gift cards for local food deliveries or fun meal kits. Alternatively, you can send cash or establish a lunch allowance. 

Ask in-person employees what their favourite eateries are or use the following catering ideas: 

This plan provides employees with a share of profits as a performance-based incentive. Profit-sharing can boost productivity and profitability, but it may not be a one-size-fits-all solution. 

Implementation may need external support and businesses must ensure consistent profitability, manage a working budget, pay off debts and retain earnings. 

Offer profit sharing based on a recognition system like tenure or work success. 

This simple employee engagement idea is one small way to recognise your employees at exciting moments of their working lives. Hand out branded merchandise during a festive event, a corporate retreat or onboarding, or as a work anniversary gift or after a company win, for example. 

We recommend choosing industry-specific or branded merchandise that the employee wants to wear or use. 

Use employee engagement surveys to gather feedback about team-building activities. The surveys should include data about what employees want to participate in, when they are free and how often they would prefer to participate. These fun employee activities will build an excited, connected workforce. 

Virtual team building is an excellent way to include remote, hybrid and in-person employees from the comfort of their respective workspaces. Engage employees with virtual escape rooms or guided workshops. 

Encourage employees to develop relationships and provide opportunities to bond. 

Off-site and outdoor retreats may not be ideal for every organisation. Be mindful of any financial or physical limitations. Offer inclusive activities that drive morale.  

Activities could include the following:

Your workforce may not be interested in a standard retreat. Unique experiences fulfil personal aspirations and create opportunities for bonding. Consider activities such as cooking classes with renowned chefs or attending exclusive events as a group. These activities inspire excitement and build stronger teams.

Networking coffee chats serve as a classic approach to business interaction. Organise these meetings with leadership team members. This concept does not constitute a formal mentorship programme; it allows employees to engage directly with the organisation’s decision-makers and put their queries to them. 

Offer a small financial incentive and choose topic ideas that are conducive to a casual, relaxed environment. 

Corporate festive events (e.g. Christmas parties) are excellent opportunities for cultural development and social cohesion. Successful and engaging events should be fun, inclusive, promote connection and reinforce the company’s mission. 

A well-implemented festive event makes employees feel connected and supported by their organisation. 

Quality work-life balance ideas help retain and engage employees. A study from the Harvard Business Review found that 63% of workers report needing more flexibility at work.

Flexible work schedules are crucial for attracting the broadest-possible spectrum of people to management positions, especially those from traditionally underrepresented groups. This work environment allows employees to manage their time more effectively without requiring heavily regimented time off requests. Employees can create their schedules and work when it suits them best. 

Here are some examples of workplace flexibility:

These work-life benefits are often more effective than many popular equity programmes in driving diversity in leadership. Flexible hours support employees in working when it’s best for them, helping organisations retain diverse talent. 

The McKinsey American Opportunity Survey highlights the growing demand for remote work among employees in the US. 58% of workers there have access to remote work and 87% utilise it when offered. Flexible work arrangements improve productivity and reduce burnout for most employees.

Organisations can take advantage of remote work by adopting policies and balancing remote and on-site work to retain and satisfy top talent. 

Flexible Paid Time Off (PTO) is a leave policy that allows employees to take time off for various personal needs, such as holidays, illnesses or personal commitments, without being restricted to specific leave categories. Employees don’t need to accrue the necessary days off to take time off. 

These policies vary in scope and requirements, but employees are almost always still responsible for their work despite time off. Flexible PTO fosters trust and reduces administrative burdens. The right policy boosts employee satisfaction while minimising the pressure to use PTO before losing it. 

A Gallup poll found that seven out of 10 workers say their typical workplace attire is business casual or more dressed-down street clothes. Casual dress can alleviate stress, allow employees to relax at work and give them opportunities to express themselves. 

Not all workplaces have this option. In many organisations, uniforms serve specific and necessary functions. In these cases, consider implementing a casual dress code during work events. 

Professional development and learning opportunities boost employee engagement by 15% and improve retention rates by 34%. 

Upskilling workshops help employees enhance or develop new skills that are relevant to their roles or career growth. 

Although these skills may not be core competencies, they complement existing abilities and position employees for success. The workshops focus on technical proficiency, project management and industry-specific expertise.

Upskilling workshops offer benefits such as:

Over 90% of employees who have a mentor are satisfied with their jobs. This statistic is partly influenced by the type of person who would seek a mentor in the first place. Nevertheless, offering a systemised mentorship programme can have a profound effect on engagement. 

Mentorship programmes connect employees with seasoned professionals for guidance and career advice. They encourage personal development, create a supportive workplace culture and help prepare employees for leadership roles. 

Allowances are an excellent way to offer flexibility in terms of self-investment. Employees can use their allowance to attend external workshops, seminars or conferences. 

Employee resource groups (ERGs) are voluntary, employee-led initiatives designed to create diverse, inclusive and supportive workplaces. 

ERGs focus on shared characteristics such as ethnicity, gender or sexuality. These groups provide safe spaces for employees to connect and they significantly contribute to engagement. 

ERGs are vital in most Fortune 500 companies and your organisation should provide space, time and a framework for them.

360-degree performance reviews gather feedback from colleagues, direct reports, managers and, sometimes, clients, providing a comprehensive evaluation of employee performance. 

The process is a full-circle view of the employee’s skills, conduct and organisational impact. Employees are often more supported and receive a more holistic review in the 360-degree performance review process. 

Recent Gallup research found that wellbeing can affect employee engagement. Healthy employees tend to be more productive and satisfied individuals. 

An on-site gym offers employees convenient access to fitness facilities, encourages regular exercise and improves physical and mental wellbeing. Organisations can boost engagement by creating incentive programmes, such as wellness challenges or discounted usage milestone memberships. 

Although integrating fitness into the workplace isn’t always beneficial for every employee, it can serve as an additional resource for those who need it.

Mental health support in the workplace is key to ensuring that employees remain healthy and engaged. Thankfully, there are plenty of ways to support mental health. 

Health allowances are more than just financial support. They empower employees to invest in their wellness. Offer a range of financial allowances for:

Health allowances enable personalised wellness support. Organisations can easily use them to cater to individual needs and promote holistic wellbeing.

It sounds superficial, but a simple walk and talk with colleagues can do wonders for employee health. Set aside time for teams to step out of the office for a casual stroll and coffee to encourage connection and movement. 

This activity fosters camaraderie and provides a refreshing break from routine. Organisations can add themes or wellness discussions to make the walks more engaging.

Many employees want to advance their careers and receive on-the-job training and development. Creating innovative development initiatives keeps employees educated and engaged. 

Promotion and remuneration are critical to employee engagement and retention. However, frequent promotions aren’t necessarily the key; instead, integrate promotions into a reliable remuneration programme. 

The process must be transparent, consistent and appropriate to the employee’s skills.

Leaders have a significant impact on organisational engagement. This particular engagement idea is beneficial: employees who attend training feel invested in and can use new skills to support their team. 

A manager with the appropriate leadership qualities will be able to motivate team members and support an engaged, fruitful workplace. There are many forms of leadership training, including:

Skills training allows employees to grow and prepare for career advances. This initiative demonstrates the organisation’s commitment to professional development while ensuring that the workforce remains competitive. Training opportunities may include the following: 

Before providing any training, ask employees whether they would prefer online courses, in-house workshops or access to industry certifications. Ensure that they have the tools to succeed and feel valued in their roles.

Conferences expose employees to new ideas and professional networks, fostering personal growth and job innovation through fresh perspectives. More importantly, they demonstrate that employee development is a priority, boosting loyalty and workplace morale. 

Sponsoring conference attendance or providing allowances for travel and registration demonstrates that you recognise and value employees’ contributions.

The Harvard Business Review found that 95% of employees believe businesses should benefit all stakeholders – not just shareholders – including employees, customers, suppliers and communities they operate within. Use these employee engagement examples to drive your corporate social responsibility initiatives. 

Corporate volunteer programmes are becoming more popular as organisations recognise their potential to boost employee engagement, productivity and retention while strengthening community ties. Successful programmes prioritise meaningful activities that: 

Ideas such as community cleanup days, tree-planting events, blood donation drives, youth mentoring days or community garden planting are all excellent ways to volunteer as part of a team. 

Corporate sustainability initiatives help companies reduce environmental impact while promoting social and economic progress. These initiatives are usually far-reaching and may involve every member of the organisation. 

Examples include the following: 

Your exact budget and goals will vary, but it’s essential to convey the message that meaningful corporate sustainability starts with a commitment to change and empowering teams to take action.

Diversity, equity and inclusion (DEI) initiatives are strategies, programmes and practices that organisations implement to promote diversity, equity and inclusion. The aim is to create environments where employees feel respected, valued and empowered to contribute fully. 

Creating strong DEI initiatives involves a five-step process:

Align fundamental strategies with DEI goals to foster inclusive cultures and engage all employees. 

Some of the above employee engagement ideas will be perfect for your teams, but some may not really be suitable. Organisations need tools and strategies to track the effectiveness of their employee engagement efforts. 

Employee satisfaction surveys and comprehensive feedback mechanisms are excellent ways to ensure that your workforce aligns with your efforts. Surveys, particularly pulse surveys, provide insights into employees’ thoughts and feelings about their roles and the workplace by getting to the core of their feedback. 

Explore the different types of pulse surveys:

Job satisfaction surveys also allow you to assess how employees feel about their roles. Performance metrics such as productivity and attendance, along with key performance indicators (KPIs), are excellent indicators of programme success. 

It’s best to track employee KPIs continually. They provide valuable insights into employee satisfaction and its influence on organisational success. Monitor the following KPIs:

A one-off initiative is not enough to maintain long-term employee engagement. The key is to keep initiatives fresh and evolving based on employee feedback. Use the following concepts:

Continuous feedback fosters long-term employee engagement by establishing a culture of open communication and trust. Feedback loops involve employees sharing their insights and the organisation responding with actionable steps. This process demonstrates that employee opinions are valued. 

The regular collection of employee feedback via pulse surveys allows organisations to promptly address concerns, enhance workplace morale and increase satisfaction.

As previously mentioned, employee recognition programmes keep employees engaged and can help attract and retain top talent.

You now know that in order to build a world-class workforce you need to provide excellent career advancement opportunities. Maintaining and innovating on existing programmes is a must. Advanced survey analytics, partnerships with institutions and a dedicated management team keep you competitive. 

Maintaining an inclusive culture where employees feel valued boosts engagement. ERGs and DEI initiatives create safe spaces for employees to connect, grow and contribute, empowering them to engage deeply with their work and community.

Employees who feel their perspectives are supported are more likely to commit to the organisation’s mission. Companies can cultivate a motivated workforce by fostering inclusivity and amplifying diverse voices.

An engaged team enhances productivity and retention and fosters a sense of belonging. Carefully considered and fun employee engagement initiatives support this healthier workspace. Improving engagement is an ongoing process that requires adaptability, creativity and commitment. Use employee feedback and let your data create an innovative and adaptable workforce.