36 Ways to Increase Employee Engagement TODAY

Updated: May 2, 2020

You’ve finally found it…


Here are 36 employee engagement ideas you can implement TODAY, courtesy of Forbes and Snack Nation:


Attract Top Talent

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  • Be authentic

One of the top 3 reasons people leave a job is due to a mismatch between what the organization should be and what the organization truly is. Be honest about your shortcomings and what you are able to offer.

  • Welcome all types of workers

Gone are the days of the traditional 9-5. Be open to flexible work schedules and telecommuting.

  • Align your company with a purpose

Shift the focus not on what you do, but why you do it. Purpose is especially important with the Millennial generation.

  • Make sure new hires get to know the whole team

Starting at a new job is always difficult. Make the transition easier for new employees by introducing them to the whole team. Bonus points if you have an organizational chart.

  • Know your company culture and hire by it

Not every person is going to fit in your organization. Define those key values and stick with it.

  • Show employees how their job advances the company’s vision

Do more than show candidates the components of the job. Demonstrate how their work enhances the team, department, and organization.


Get To Know Your Employees

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  • Offer healthier options at your workplace

The typical office environment is a causal factor in weight gain. Offer healthier fare in the vending machines and during office meetings. Your waistline (and theirs) will thank you!

  • Give your people “inside” information

Your employees should not find out the latest information about the company from external sources. Do more than read off the company news release-take it a step further to demonstrate how these changes will enhance the team.

  • Emphasize work-life balance

While we spend more time at work than at home, taking a break from work is a necessity to having a healthy mindset for employees. Encourage employees to use their PTO, and set up parameters for overtime so employees are not burned out.

  • Find out what your team members are passionate about

Employees have many talents beyond the scope of completing work tasks. Invite them to share their interests outside of work, and follow up on their progress.

  • Give them ownership of event planning

Build team cohesion by allowing employees to participate in planning events. You will be pleasantly surprised at the wealth of ideas that come forth.

  • Form a Culture Committee

Company culture can be easy to establish, but difficult to maintain. The committee includes one member from each team that creates events and activities that align with the company’s core values.


Train Them Well

train-them-well-quote-richard-branson

  • Allow employees to move laterally within the organization

A lateral move could be a better option for some of your employees (particularly Millennials). Help these employees build a career plan to help them get there, or risk losing them to another company that does.

  • Create a strategic, agile and engaging plan for employee training

Employee training is becoming a misnomer in today’s business. Employees spend most of their time in passive learning environments. Become a catalyst for change and create training programs that are built to the needs of a global workforce.

  • Give your employees more responsibility, not just more tasks to do

One of the main reasons for employee burnout of top-performing employees is they are saddled with more work. Locate projects where their talents are needed that can serve as training and engagement experiences.

  • Let them experience a day in the life of…

Sometimes a change of pace is needed. Going beyond job shadowing, allowing employees to try their hand in a new role gives them the opportunity to showcase different skill sets while also providing a new experience. Employees are equipped with training prior to the scheduled day.

  • Let them ditch a task

Controversial? Yes. Should you try it? Maybe. Look for creative ways to adjust a specific task or reassign the task to someone that is able and willing to complete it.

  • Create a road map to achieve professional goals

Too many companies have a superfluous system in place that does absolutely nothing. Action plans should have specific dates to follow-up and a log of what the employee AND the manager has done during that time frame.


Provide Great Leadership

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  • Listen, listen, and listen some more

You’ve probably heard the old adage “you have two ears and one mouth, so you should listen twice as much as you talk.” Listen with an open mind- their viewpoint is valuable and can provide solutions you may not have thought of otherwise.

  • Manage like a mentor

Employees need more than a leader- they need a mentor as well. Mentorship provides a different aspect to traditional leadership. Show genuine support for their career aspirations, and be able to provide connections to the right people.

  • Let someone else lead weekly meetings

Hearing a different voice in a meeting is a great way to shake things up. You might also uncover a hidden talent that can be used elsewhere in the company.

  • Always act on feedback

How many times have you heard (or said) the phrase “We’ll get back to you,” only to hear radio silence? If you’re going to ask for feedback, then you need to take action. Provide updates on what you are able to carry out.

  • Stop before you start

We’ve all seen it before: someone high in leadership (VP, CEO, etc.) attended this conference/meeting and wants to implement this AMAZING idea! However, the idea isn’t so great. Be sure the initiative aligns with the company values, rather than jumping on the latest trend.

  • Write a hand-written note to recognize exceptional work

When was the last time you got a hand-written note? In a world of text, email, and tweets, we forget the value of a handwritten note. Bonus points for customizing each note.


Want to find out how to implement all of these ideas into a customized engagement program? Click here to find out more.

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