1. Check People’s Satisfaction and Engagement Levels
   

   Start with a baseline by conducting surveys, one-on-one conversations, or using feedback tools. Understanding where your team stands helps identify areas for improvement and prioritization.

   Tips:

   • Use tools like Google Forms or Typeform to create anonymous surveys.
   • Include questions about job satisfaction, work environment, and management support.
   • Schedule casual one-on-one chats to get honest feedback.

   Example:
   A startup used an anonymous survey to discover that employees felt undervalued because accomplishments weren’t recognized. They implemented a peer-to-peer recognition program and saw a 25% improvement in employee satisfaction scores within three months.

2. Identify What Drives Engagement
   

   Learn what truly motivates your team. For some, it might be opportunities for professional growth, while others may value flexibility or recognition.

   Tips:

   • Create a “What Motivates Me” questionnaire for employees to share their preferences.
   • Observe team dynamics—notice who thrives in public recognition versus private acknowledgment.
   • Group similar motivators and address them collectively.

   Example:
   A team member expressed that flexibility was key for their engagement. The company introduced flexible work hours, which increased team productivity and decreased burnout.

3. Set Clear Goals
   

   Define measurable and realistic objectives for your engagement strategy. This provides direction and allows you to track progress.

   Tips:

   • Use SMART goals: Specific, Measurable, Achievable, Relevant, Time-bound.
   • Tie goals to company outcomes. For example, increasing engagement scores by 15% might aim to reduce turnover.
   • Break goals into smaller, actionable steps.

   Example:
   A startup set a goal to increase engagement survey scores by 10% within six months. They achieved this by focusing on regular check-ins and adding a recognition system.

4. Foster Open Communication
   

   Create a culture where employees feel safe sharing ideas, feedback, and concerns. Transparent communication builds trust and ensures alignment across the team.

   Tips:

   • Use tools like Slack for real-time communication.
   • Set up monthly “ask me anything” (AMA) sessions with leadership.
   • Actively listen during meetings and follow up on employee suggestions.

   Example:
   An “AMA Friday” initiative allowed team members to submit questions to the CEO anonymously. This fostered transparency and helped employees feel heard, improving trust across the team.

5. Recognize and Reward Contributions
   

   Show appreciation for your employees’ hard work and achievements. Recognition doesn’t have to be costly—it just needs to feel genuine and meaningful.

   Tips:

   • Implement a peer-to-peer recognition program where team members can give “shoutouts.”
   • Celebrate small wins during weekly meetings.
   • Use digital tools like Humadroid to track and automate recognition efforts.

   Example:
   A small company created a “Thank You Wall” on Slack where team members could publicly appreciate colleagues. Engagement scores improved as employees felt more valued.

6. Invest in Professional Growth
   

   Provide opportunities for employees to learn and develop new skills. When employees see a path for growth, they’re more likely to remain engaged and loyal.

   Tips:

   • Offer a budget for online courses, certifications, or workshops.
   • Pair junior employees with mentors within the company.
   • Host internal knowledge-sharing sessions led by team members.

   Example:
   A startup provided employees with a $500 annual learning stipend. One team member completed a course on leadership and was later promoted to a managerial role, boosting morale company-wide.

7. Measure and Adjust the Plan
   

   Regularly track progress to see what’s working and what isn’t. Adjust your strategy based on feedback and data to ensure continuous improvement.

   Tips:

   • Use metrics like employee retention rates, engagement survey scores, and productivity levels to evaluate success.
   • Set quarterly reviews to revisit engagement goals and results.
   • Collect qualitative feedback to understand the “why” behind the metrics.

   Example:
   A company discovered through survey data that employees wanted more clarity on their career progression. They implemented quarterly performance reviews, which increased satisfaction scores by 20%.

How Engagement Fits Into HR Practices

Employee engagement is not a standalone task—it’s a broad operation that connects with nearly every aspect of HR. From performance management to onboarding, fostering engagement ensures your team feels valued and stays motivated to contribute.

For instance, performance management systems thrive in a culture of engagement, where feedback is welcomed and employees feel supported in their growth. Similarly, onboarding isn’t just about teaching processes; it’s an opportunity to build connections and align new hires with your company’s values.

Engagement involves multiple efforts, and there are countless ways to enhance it. If you’re looking for practical, actionable ideas to include in your strategy, check out our blog post: 20 Employee Engagement Activities for 2025. This resource provides 20 creative and effective activities to foster a thriving workplace environment.

By taking a holistic approach and integrating engagement into your overall HR strategy, you’ll create a workplace where employees feel connected, productive, and motivated to succeed.

Final Thoughts