23 employee engagement ideas to try today

The heartbeat of any thriving company lies in the engagement and satisfaction of its workforce. This means finding new and transformative employee engagement ideas is not just an option but rather a necessity. By fostering an environment where every team member feels valued, heard, and motivated, companies can vastly improve creativity and productivity which will in turn lead to greater success.

This article explores 23 innovative employee engagement strategies and considers the pivotal role such initiatives play in redefining modern workplace culture. By focussing on the dynamism of LumApps' intranet solutions, we aim to illustrate how integrating technology with traditional engagement tactics can revolutionize employee experiences.

Employee Engagement

Time to start or overhaul an engagement strategy? Capitalize on Employee Engagement Opportunities.

To boost employee engagement, a long-term strategy is necessary for success.

Improving employee engagement should be an ongoing part of your company culture. You should have ongoing employee engagement strategies that suit your business.

Creating positive experiences for your employees should be a considered a lifestyle for your business.

Do not settle for a quick fix. Develop your employee engagement programs with clear objectives in mind. Run them for at least 12 months, then take time to evaluate how well they have been working. Build on the successes and tweak the areas that need improvement.

How to Increase Employee Engagement? 20 Ideas to Try

1. Assign a buddy/mentor to each new hire

Starting a new job can be stressful for a new team member. You want their employee journey to start on a positive note. Give each new employee a buddy or mentor who can answer their common questions about the company or office.

They can ask human resources for help, too. It helps new people feel comfortable and imagine themselves as long-term employees when they first start.

2. Organize an onboarding day for each new hire

Don’t let your new hire feel like an afterthought when they arrive at work. Have a space ready for them to place their belongings when they arrive. Welcome new hires by pointing out the location of restrooms and where to find a cup of coffee.

Did you know that you can use features in your intranet to improve the onboarding process? You can use LumApps Journeys to create an onboarding email series to help new hires learn about the company.

 

3. Ensure employees have everything they need to do their work properly

Take care of your workers' basic needs first, then focus on improving employee engagement through other methods. Invest in the specific tools and systems they need to do their work properly.

4. Honor employee who exemplify company values

Each month, select one of your company values and assign it to an employee who exemplifies it. This is a great way to increase engagement by having employees involved in the process . Make a point of announcing the person who best reflects the value to all your employees and on your company’s social media posts.

 

5. Encourage employees to take care of their physical and mental health

Start by setting a good example by looking after your health. See your doctor and dentist for regular check-ups.

Research shows there is a negative correlation between overall stress and productivity. Simply put, higher stress means lower productivity levels. Make it easy for your employees to take time off from work to invest in their physical and mental health.

6. Gather feedback by conducting employee engagement surveys

Don't assume that you know what your employees want or how they are feeling. Regularly survey employees to track your efforts and understand how they feel. Keep it confidential so employees feel comfortable enough to give honest opinions.

7. Ask employees which tasks they enjoy doing most, then let them do them as often as possible

Managers often don’t know which employees are best suited to certain tasks. Ask team members about their professional interests and which projects they would like to work on.

Let employees specify which tasks they especially like (and dislike). Assign more of the tasks they like, and rotate the less desirable tasks so that no one has to get stuck with them all the time.

8. Establish an open-door policy for questions or concerns

To make employees feel comfortable talking to managers, they must know they can do it without worrying about judgment or criticism. It is not easy taking the initiative to approach a manager for a discussion. Let employees know that they can do so without fear of any negative consequences.

 

9. Recognize employees’ efforts for a job well done

Employees who go above and beyond the call of duty should have their efforts recognized by their manager in some way. If you can’t reward your employee financially by giving them a bonus, see if you can give them some extra vacation time or gift certificates for dinner at a nice restaurant. With your Employee Engagement Platform, make sure the employee knows why they are receiving the reward and you will increase the likelihood that your employee will remain engaged going forward.

10. Consult with employees when deciding on a dress code

Unless you are working in a very conservative industry (law or banking, for example), you may want to consider whether your employees really need to come to work wearing a business suit.

• Is business casual (dress pants and a button-down shirt) a better fit for your company?
• If your team members aren’t involved in client-facing roles, can they come to work wearing jeans and T-shirts if that is the attire that makes them feel comfortable?
• Would a better option be to allow employees to “dress down” by wearing casual clothes one day per month?

11. Create an employee intranet to increase communication flow

An employee intranet is a useful tool for better communication and virtual connection among employees. You can create virtual communities in your intranet where employees can connect on topics like hobbies, pets, and more. This is an easy to give employees a space to make connections.

 

12. Use employees as company ambassadors on social media

Your employees are already using social media in their personal lives. Your company needs to share its story with the public.

Before your employees post anything, you’ll want to go over what kinds of messages are appropriate and which ones are not. You can’t force any of your employees to share positive messages about your company online. You can recommend that they share work-related content on their personal accounts using an internal Social Advocacy Platform.

 

13. Let employees know how their work advances the company’s goals

Employees may not see how their efforts help the company advance its vision for the year (and beyond). If they understand how valuable they are, employees will see how their work is an investment in the company’s success, which will also benefit them. Explain to them how their work impacts the company and why it is important for them to continue to give their best effort.

14. Keep your team up to date on company “inside” information

Don’t let your employees be the last to know about what is happening inside their organization. Make a point of keeping them informed with regular announcements via the company intranet. You can even create a push campaign to drive traffic to the intranet so employees don't miss important information.

 

 

15. Be flexible and allow employees to move laterally within the company

At times, employees will want to try a different role. Work with employees to create a path to get them into a different role. This will help your company retain experienced employees and reduce employee churn.

16. Support employees by helping them develop their skills

Let your employees know you encourage them in developing their employment skills by reimbursing their tuition (partially or in full) for work-related education programs. Your workers will stay motivated and be prepared for future opportunities within the company. This is a highly effective employee engagement program.

17. Celebrate and acknowledge your employees’ achievements

The big and small achievements of your workers matter and they should be acknowledged. Celebrate and acknowledge their hard work as appropriate so they know they are appreciated.

18. Encourage employees to pursue meaningful personal projects

Give your employees a certain amount of time while they are at work when they can pursue their own projects. Arrange for people from different teams (and different departments) to meet and get to know each other so they can collaborate on personal projects as appropriate. This positive energy will only benefit your employees when they return to their regular work.

19. Let your teams set their own goals

Allowing teams to set their own goals means they present the proposed goal to their manager for discussion and approval, not that the team has the green light to do whatever they want.

It also indicates that the company trusts the team members to determine what they want to accomplish, the steps involved to get it done, and a timeline to reach their goal. The team is more likely to stay engaged with the project if it was fully engaged from the beginning.

Offer rewards when employees accomplish their goals, some ideas include:

• Offering salary increases or bonuses to employees when the company reaches the goal
• Offering extra time off when the company reaches the goal
• Putting all employees’ names into a draw for one or more prizes once the goal is reached
• Making a charitable donation to the charity of the employees’ choice on reaching the goal

 

20. Encourage employees to find their own solutions

This doesn’t mean that a manager can’t offer advice to an employee who is having a problem. Encourage employees to present ideas for solutions, instead of only presenting issues to their manager.

21. Do what you say you are going to do

If you want to build positive, long-term relationships with employees, executives and managers have to walk the talk. Today’s job seekers and employees can spot disingenuous tactics. Even if one sneaks under their radar, they aren’t likely to hang around too long after they have spotted a business owner or boss who isn’t being authentic.

22. Use video to communicate with remote workers

If remote workers are only receiving instructions for projects by email, it can be difficult for them to really get to know their managers, and vice versa. Make a point of scheduling a video call once a month or more often if needed to see and hear your remote worker.

The idea is to put a face and voice to the person who is emailing and sending in their work. Taking this step will help both parties feel more engaged in their work and able to work more effectively together.

23. Include remote employees by organizing virtual activities.

Remote workers, who do not come into the office, may have a difficult time feeling like part of the team. These virtual activities suggestions will help them to feel engaged in their work and improve their productivity as well. By including remote employees in your engagement efforts, the overall company culture will improve as well.

Employee Engagement

Time to start or overhaul an engagement strategy? Capitalize on Employee Engagement Opportunities.

Here are some fun ideas that can impact company culture and employee engagement.

1. Organize a social team-building activity

Organize social activities that employees can enjoy together. These can include going bowling, going on a scavenger hunt, or an escape room. The idea is for people to meet and interact who don’t necessarily work together regularly. It builds a better sense of company culture, which can directly impact engagement within the organization.

2. Use your petty cash to treat your employees

Now and then, everyone in your organization needs a break. Dip into your petty cash (or corporate card) and take everyone out for ice cream on a hot summer day or head out for hot chocolate when the temperature drops.

This type of gesture can boost morale and give team members a chance to get to know each other in a casual setting.

3. Invite your team to a sporting event

Get away from work and take your team to the ballpark, rink, or court. Local teams are entertaining to watch and ticket prices for games are usually reasonable. Contact the ticket office to ask about group rates. Your company may even get a shout-out at the game!

Don’t forget to take a team photo as a souvenir you can display at work to remind everyone who participated in a wonderful time spent together. Spending time together outside of work is a simple example of team building activities.

4. Get involved with a charity (or two)

Conduct a survey to find out which charitable causes are most important to your employees. Choose the top one (or two) from the list and decide to support that cause for a year. Hold fun events during the year to raise money for the charity (bake sales, hot dog lunches, silly hat Friday, etc.) and give your employees time off from work to volunteer for the charity.

5. Choose themed office days

Have some fun (and encourage employee participation) by declaring that one Friday a month is a theme day. Employees can come to work in casual clothes, put on their favorite sports team’s jersey, or wear silly hats.

6. Add indoor plants to create an attractive atmosphere and increase employee focus

Plants break up an indoor space and create points of interest in a business and work environment. They clean the air and according to the results of a study published in the Journal of Environmental Psychology, help to increase the attention span of participants who were asked to perform demanding work.

Employee Engagement

Time to start or overhaul an engagement strategy? Capitalize on Employee Engagement Opportunities.

Employee engagement is the level of emotional commitment and connection that employees have to their organizations. Engaged employees are passionate about their job. They have a strong connection to their company and often work hard.

Key characteristics of employee engagement include:

• Dedication: Engaged employees are committed to their job and the organization's goals. They are willing to invest time and effort to achieve success.
• Enthusiasm: Engaged employees have a positive attitude towards their work. They are motivated and passionate about what they do.
• Initiative: Engaged employees take the initiative to find ways to improve their work and contribute to the company's growth. They are proactive and self-driven.
• Advocacy: Engaged employees often act as advocates for their organization. They speak positively about the company to others and are more likely to recommend it as a great place to work.
• Emotional connection: Engaged employees have a strong emotional connection to their colleagues, managers, and the company's mission and values. They feel a sense of belonging and alignment with the company's culture.

What are the 5 E's of employee engagement?

The "5 Es of Employee Engagement" is a simple framework to boost workforce motivation and productivity. Implementing these elements can lead to a more engaged and productive workforce.

The 5 Es of employee engagement are:

1. Expectation: Employees should have a clear understanding of their roles, responsibilities, and the expectations the organization has for them. Clear job descriptions, well-defined goals, and open communication about performance expectations are essential.
2. Enablement: Employees need the tools, resources, and support to effectively perform their jobs. This includes access to training, technology, necessary equipment, and a supportive work environment that enables them to succeed.
3. Empowerment: Empowerment is when employees have freedom and control over their work, which boosts motivation and responsibility.
4. Engagement: Engagement encompasses the emotional commitment, motivation, and enthusiasm that employees have for their work and the organization. It includes feeling a sense of purpose and alignment with the company's mission and values.
5. Evaluation: Regular feedback and performance management evaluations are crucial for employee growth and development. Provide feedback, recognition, and improvement opportunities to help employees understand progress and contribute effectively.

 

 

Employee engagement is important for several reasons, including increased productivity, higher job satisfaction, lower employee churn, and improved overall organizational performance.

What drives employee engagement? There are several factors to what drives employee engagement. These factors include good leadership, a supportive work environment, chances for growth, and a clear sense of purpose in the organization.

There are many benefits of employee engagement for an employer. Here are 4 of our favorite benefits of employee engagement:

1. Engaged employees put forward more effort on the job. A positive employment experience shows in everything they do, from their attitude when they arrive at work to their motivation to do their work and their thoroughness on the job.
2. They are more motivated during training sessions. Employees who feel positive about their job and their place at the company learn faster and retain the information better than those who are simply “putting in time” to collect their paycheck.
3. They are more creative and look for solutions when facing a challenge, before consulting a manager. This frees up managers for other, more important duties.
4. Happy team members are the company’s ambassadors. They can help spread the word about your company through social media posts.
5. Engaged employees are less likely churn.  When you improve the employee experience, employee happiness, employee retention, productivity, and customer rates also tend to go up. As a result, business profit will likely grow.

Understanding Employee Engagement: A Catalyst for Change

Employee engagement is key if organizations want to achieve their greatest goals. It's about creating a work environment where employees feel an emotional connection to their work and the company's mission, driving them to perform at their best day in, day out. Engaged employees don't just work for a paycheck or the next promotion; they work because they believe in what they're doing and feel their contributions matter.

The LumApps Solution: Improving Engagement through Technology

The LumApps employee intranet is at the leading edge of innovation, offering an unparalleled platform for enhancing employee engagement. By integrating a suite of tools designed to improve communication, employee recognition, and collaboration, LumApps transforms the digital workplace into a thriving ecosystem where employees feel truly connected, no matter where they work from.

Pulse Surveys: The Workforce’s Pulse

Regular pulse surveys are a critical tool for improving employee engagement. By frequently gauging employees’ feelings, companies can make agile adjustments to their strategies to ensure the work environment continually evolves to meet the needs and expectations of its workforce. These surveys offer invaluable insights into the employee experience, allowing for targeted actions that improve employee satisfaction and engagement.

Recognizing and Rewarding Employees: A Daily Priority

Recognition plays a pivotal role in fostering a culture of appreciation and motivation. It's not just about the grand gestures; day-to-day acknowledgments of hard work and achievements contribute significantly to making employees feel valued. Whether it's through shout-outs in team meetings, personalized thank-you notes, or reward systems like gift cards and extra time off, regularly recognizing employees’ contributions bolsters their engagement and enthusiasm.

Building a Culture of Engagement: Strategies and Ideas

Developing a robust company culture that prioritises engagement requires a multifaceted approach. Here are some key strategies that can be implemented:

• Encourage Employees to Use Their Voice: Create forums and channels on your intranet where employees can freely share ideas, feedback, and suggestions. This not only empowers employees but also fosters a culture of openness and innovation.
• Remote Work and Flexibility: Adapt engagement strategies to support remote workers, ensuring they feel as integral to the team as their on-site counterparts. Virtual team-building activities, online recognition platforms, and digital workspaces can bridge the gap between remote and in-office experiences.
• Invest in Professional Development: Offer opportunities for employees to grow their skills and advance their careers within the company. This could be through online courses, mentorship programs, or access to industry conferences. This shows employees that the company is invested in their personal and professional growth.
• Foster Team Collaboration: Utilize LumApps' social features to encourage cross-departmental collaboration and team bonding. By breaking down silos, employees can forge meaningful connections with colleagues outside their immediate teams, enriching the workplace culture.

The Impact of Engagement on Business Success

The benefits of a highly engaged workforce are manifold. Engaged employees are more productive, creative, and less likely to leave, leading to higher customer satisfaction and increased profits. They're also more likely to advocate working for the company, which helps to attract top talent and create a positive brand reputation.

Conclusion: A Journey of Continuous Engagement

In conclusion, employee engagement is not a one-time initiative but a continuous journey of growth and adaptation. By leveraging innovative solutions like LumApps' intranet and implementing effective engagement strategies, companies can create a work environment where employees feel valued, connected, and motivated to achieve their best. In the ever-evolving workplace landscape, remaining committed to enhancing employee engagement is key to building a resilient, successful organization.
 

Employee Engagement

Time to start or overhaul an engagement strategy? Capitalize on Employee Engagement Opportunities.

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