30 employee engagement ideas to boost your team

Organizations often use strategic employee engagement to boost employee experience and support engagement. Engaged employees drive organizational 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 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 organization 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 organizational 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:

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

Employee engagement activities are actionable strategies that organizations 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 organizations implement an employee recognition program, highlighting significant room for improvement. 

Employee of the Month (EOM) programs can motivate employees, improve morale, and support job satisfaction. Define clear eligibility criteria and offer personalized 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, shoutouts in meetings, or a "kudos" system. 

Set clear objectives and encourage leadership to model recognition behaviors. 

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

Use the following catering ideas for in-person employees or ask them for their favorite spots: 

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 recognize a united, excited workforce. Hand out branded merchandise during a holiday, for a work anniversary gift, during onboarding, after a company win, or during a retreat. 

We recommend choosing industry-specific or name-brand merchandise the employee wants to wear or use. 

Use employee engagement surveys to gather feedback on team-building activities. The surveys should include data on what employees want to participate when free and how often they 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 organization. Be mindful of any financial or physical limitations. Offer inclusive activities that drive morale.  

Activities could include:

Your workforce may not be interested in a standard retreat. Unique experiences fulfill personal aspirations and create opportunities for bonding. Consider activities like 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. Organize these meetings with leadership team members. This concept does not constitute a formal mentorship program; it allows employees to engage directly with the organization’s decision-makers and pose their inquiries. 

Regiment this idea with a small stipend and topic ideas to encourage a more casual, relaxed environment. 

Work holiday events 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-done holiday event makes employees feel connected and supported by their organization. 

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 to increasing the representation of women and people of color in management. 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 programs in driving diversity in leadership. Flexible hours support employees in working when it's best for them, helping organizations retain diverse talent. 

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

Organizations 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 vacations, illnesses, or personal obligations—without being restricted to specific leave categories. Employees don't need to accrue the necessary days off to take 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 minimizing the pressure to use PTO before losing it. 

A Gallup poll found that seven in 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 opportunities for self-expression. 

Not all workplaces have this option. In many organizations, 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 relevant to their roles or career growth. 

While 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 like:

Over 90% of employees with a mentor are satisfied with their jobs. Part of this statistic is related to the kind of person who seeks a mentor. Still, offering a systemized mentorship program can profoundly affect engagement. 

Mentorship programs 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. 

Stipends are an excellent way to offer flexibility in self-investment. Employees can use this stipend 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 significantly contribute to engagement. 

ERGs are vital in most Fortune 500 companies, and your organization 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, behavior, and organizational impact. Employees are often more supported and receive a more holistic review in the 360 process. 

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

An on-site gym provides employees convenient access to fitness facilities, encourages regular exercise, and improves physical and mental well-being. Organizations can boost engagement by creating incentive programs, such as wellness challenges or discounted usage milestone memberships. 

Integrating fitness into the workplace isn't always beneficial for every employee, but it can serve as an additional resource for those who need it.

Mental health support in the workplace is key for maintaining healthy and engaged employees. Luckily, there are plenty of ways to support mental health. 

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

Health stipends are personalized wellness support. Organizations can easily use them to cater to individual needs and promote holistic well-being.

It sounds superficial, but a simple walk and talk between coworkers 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 builds camaraderie and provides a refreshing break from routine. Organizations 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 compensation are critical to employee engagement and retention. However, frequent promotions aren't necessarily the key; instead, integrate promotions into a reliable compensation program. 

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

Leaders significantly impact organizational 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 equipped to lead motivates team members and supports an engaged, fruitful workplace. This training can come in many forms, including:

Skills training allows employees to grow and prepare for career advances. This initiative demonstrates the organization's commitment to professional development while ensuring the workforce remains competitive. Training opportunities can include: 

Before training, ask employees whether they prefer online courses, in-house workshops, or access to industry certifications. Ensure 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 stipends for travel and registration shows recognition and value for 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 programs are rising as organizations recognize their potential to boost employee engagement, productivity, and retention while strengthening community ties. Successful programs prioritize meaningful activities that: 

Ideas like a community cleanup day, Habitat for Humanity build day, tree planting event, blood donation drive, youth mentoring day, or community garden planting are all excellent ways to volunteer on 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 organization member. 

Famous examples include: 

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

Diversity, equity, and inclusion (DEI) initiatives are strategies, programs, and practices organizations 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 are perfect for your teams, but some may be less than ideal. Organizations 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 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 employees' feelings toward their roles. Performance metrics like productivity and attendance, along with Key Performance Indicators (KPIs), are excellent indicators of program success. 

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

A one-time 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 through a culture of open communication and trust. Feedback loops involve employees sharing their insights and the organization responding with actionable steps. This process demonstrates that employee opinions are valued. 

Regularly collecting employee feedback through pulse surveys allows organizations to promptly address concerns, enhance workplace morale, and increase satisfaction.

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

You now know that building a world-class workforce requires providing excellent career advancement opportunities. Maintaining and innovating on existing programs 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 organization’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. Intentional 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.