We all know that engaged employees are happier, more productive, and more likely to stick around. But engagement isn't about quick fixes or one-off perks; it's about creating a workplace where people feel connected to the mission, the culture, and each other.
When leaders role-model company values and connect the dots between everyday tasks and the bigger picture, employees being to see how their work truly matters. That's where the magic happens.
But here's the challenge: only 23% of employees worldwide feel engaged at work, according to Gallup's 2023 report. That stat tell us there's still work to be done - and the opportunity to get this right is huge.
Creating a positive experience for employees so they can feel truly welcomed and engaged doesn’t need to strain your budget. It does require a little thoughtfulness and planning. Below, you’ll find several ideas for employee engagement for employees at differing stages of tenure.
When leaders role-model company values and connect the dots between everyday tasks and the bigger picture, employees being to see how their work truly matters. That's where the magic happens.
But here's the challenge: only 23% of employees worldwide feel engaged at work, according to Gallup's 2023 report. That stat tell us there's still work to be done - and the opportunity to get this right is huge.
Creating a positive experience for employees so they can feel truly welcomed and engaged doesn’t need to strain your budget. It does require a little thoughtfulness and planning. Below, you’ll find several ideas for employee engagement for employees at differing stages of tenure.
First 90 Days: Start With Recruitment and Onboarding
Engagement starts way before an offer is signed. The hiring process is your first chance to show candidates who you are, what you value, and how they’ll be supported if they join your team. And we’ve got a workbook to help you create a memorable and meaningful onboarding experience.
Here's How to Make a Great First Impression
- Stay in touch: Keep candidates in the loop so they know what to expect.
- Be human: Provide honest feedback and answer their questions openly—no ghosting here.
- Celebrate Day One: Onboarding should feel exciting, not overwhelming. Send a warm welcome email, introduce them to the team, and make sure they feel like they belong.
These ideas will help the employee feel valued, inspired, and excited to get to work as they come on board.
“Companies with clear, transparent internal communication strategies see up to a 30% improvement in employees’ understanding of goals.” — Institute for Public Relations, 2022
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First Year
A good manager makes all the difference—Gallup says they influence 70% of the variance in engagement scores. That’s a big deal! When managers show up as coaches, not just bosses, employees feel seen, heard, and motivated.
-GALLUP-
Gallup reports that managers account for at least 70% of the variance in employee engagement scores.
Coaching
Establishing a coaching relationship that recognizes the unique needs of the employee can help them feel engaged and excited about their future at the organization. This style of management is less prescriptive (what the manager wants the employee to learn) and more collaborative.
When employees have input on where and how they want to grow they take ownership of their future and feel more connected and confident around the growth that’s possible within the company.
Of course, without feedback nothing shifts, and a manager who can provide honest feedback with empathy and awareness of the employee’s motivations, values and goals are essential to supporting their engagement and growth.
Questions managers might want to coach around include:
- What are you most proud of?
- What’s challenging you right now?
- What help do you need to be successful?
- What have you learned about yourself/ the situation in the last week (or month)?
Introduce Mentorship
Another key relationship you could consider is a sponsor within the organization. This person is generally not in the employee’s reporting line-up. They’re well established, with a great reputation, plenty of experience, and in a more senior position.
The sponsor should be culturally savvy and serve as support and advocate for the employee. The sponsor can help identify appropriate connections, navigate office politics, give general advice, and even discuss the next steps around a role or career. Ideally, they would be available to new employees, would meet at least twice annually for a formal check-in, and be free to address any additional needs that might arise throughout the year.
“Organizations investing in engagement strategies can reduce turnover by up to 14%, saving on hiring costs and keeping knowledge in-house.” — Deloitte, 2023
Seasoned Employees
Even your most experienced team members need fresh challenges to stay engaged. Growth isn’t always about promotions—it’s about learning, leading, and contributing in new ways.
Provide Leadership Opportunities
Whether this includes opportunities for more formal leadership training, a chance to head a committee or special project, or perhaps shadow someone a level up to learn more about what their role and responsibilities look like, it’s important that the opportunities for leadership align with the goals the employee has set for themselves and their preferred learning style (for example in-person workshops, online courses, job shadowing, reading, etc.)
Foster Connection Opportunities
For employees of all levels, and even potential recruits, the company culture and engaging with others can be a key attraction factor in their interest. The best choices for your organization should align with your mission and vision.
Are you focused on inclusion? Perhaps, identity groups, educational programs, and volunteerism is a great choice. Do you focus on introducing fun? Perhaps affinity groups or non-work-oriented classes such as cooking, beer brewing 101, or Zumba could be a good fit. For those focused on wellness, walking programs, meditation classes, and yoga would be a fantastic idea for engagement. For those who are committed to social impact, setting up volunteer days, supporting a fundraising drive or a charity event, or even reimbursing for time spent on community engagement can be a great connector.
And of course, for those who want to offer times to simply connect in a get-to-know-you way - team meals, happy hours, and coffee catchups are a great idea. If you want to take it one step further, we recommend planning an offsite.
Allow for Gracious Goodbyes
Not everyone will stay forever. And the way your organization sees people off says volumes about the organization’s identity and culture. Be gracious and respectful when someone offers their resignation. If desired and appropriate you can make overtures to keep them on onboard. For those who do decide to move on, provide an opportunity for an exit interview allowing HR to understand and fix any issues that may impact employee engagement. And when things are ending well, celebrate the departing employee. This could look like an announcement, a gathering, or a gift. You can celebrate the employee’s accomplishments, personality, or the wonderful relationships they've fostered. This supports the staff who are remaining to feel a sense of connection and completion.
Bringing It All Together
Engagement isn’t about ticking boxes—it’s about showing your team they matter, from their first day to their last. When engagement strategies reflect your culture and values, employees feel the difference. They feel seen, supported, and inspired to do their best work.
And the numbers don’t lie: reducing turnover, improving productivity, and fostering a culture of connection all lead to happier employees and stronger results.
With a little thoughtfulness and planning, you can build a workplace where people truly thrive.
If you’d like to discuss ways you can apply these approaches in your own organization or explore learning initiatives to support increased employee engagement, we’d love to connect.
