Top Strategies to Build Employee Engagement

Key takeaways

Employee engagement strategies help organizations build stronger teams, reduce turnover, and increase productivity.

• Companies with higher employee engagement see 23 percent greater profitability compared to those with lower engagement levels [1].

• An engaged employee goes above and beyond their role, while a satisfied employee simply fulfills their responsibilities.

• You can take your engagement efforts further by building and implementing a retention strategy.

Learn the importance of employee engagement and how you can use top strategies to boost employee engagement in realistic and effective ways. Then, explore how Coursera for Business offers training opportunities through a diverse range of formats, from video clips to Guided Projects and Professional Certificates.

Why is employee engagement important?

Employee engagement, the connection an employee has to their organization, is one of the key drivers of organizational success. Because of this, it is a focal area of many successful organizations, including Microsoft, Apple, Salesforce, PepsiCo, and Cisco Systems.

Employee engagement has been linked to company and individual success in many ways. Companies with higher employee engagement tend to have higher levels of employee satisfaction, higher profits, higher productivity, lower employee turnover rates, higher safety levels, and more. According to Gallup, businesses with higher employee engagement had a 23 percent rise in profitability compared to teams with lower engagement levels [1]. With such strong links to organizational performance, understanding effective strategies to improve employee engagement can help your organization take meaningful steps toward a more productive and committed workforce.

Read more: Why Is Employee Engagement Important?

How to develop an employee engagement strategy

According to Gallup, five key factors drive employee engagement [1]:

• Employee and organizational purpose

• Opportunities for employee development

• Positive relationships with managers who foster employee growth

• Ongoing communication and open conversations

• Focusing on strengths

When designing employee engagement events or strategies, it is important to promote key drivers. Engaged employees feel optimistic and passionate about their work, and they often feel connected to the organization and its mission. When employees have room to grow, are passionate about their work, and are team-focused, the entire organization stands to benefit from stronger performance and retention.

While employee engagement is closely related to high employee satisfaction, they differ. Employee satisfaction refers to how content an employee is in their position, but this does not necessarily reflect their organizational commitment. Employee engagement refers to an emotional commitment to the organization and its mission. A satisfied employee may show up and complete their work, but an engaged employee will go above and beyond to meet project goals and foster progress.

What are employee engagement strategies?

No two organizations are alike, and the employee engagement strategies that work best for your team will depend on how and where your people work. For example, if your team works remotely, an in-office lunch will not be the best strategy, but a company-funded virtual lunch with delivered meals may be a more effective alternative. Employee engagement is an ongoing process that will likely need regular evaluation and adjustment. Listen to your team’s feedback and track outcomes to determine which strategies yield the best results.

Promote employee bonding.

Incorporating fun activities into your work environment can help build relationships between employees within the company. Coworker relationships, collaboration, and communication build a foundation for employee engagement. When employees can bond and build camaraderie, teams often become more effective, and employees may develop stronger ties to the organization. For a fun way to encourage bonding between employees, consider the following activities:

• Sports games

• Bowling

• Cooking class

• Escape room

• After work happy hour

• Team lunch 

• Comedy show

• Holiday lights show

Offer perks of employment.

Employment perks can help your employees feel valued, appreciated, and cared for within your organization. While this alone may not increase engagement, offering perks can contribute to a workplace culture where employees feel respected and supported. Examples of potential employment perks include:

• Wellness budget or discounted rates

• Competitive pay

• In-office lunch

• Paid time off

• Flexible working hours

• Discounted sports or event tickets

• Discounted restaurant prices

Many industry leaders invest in employee perks. For example, Google creates an energizing office environment with access to fitness studios and free meals. Salesforce supports employee growth through its Trailhead and mentorship programs as well as AI upskilling initiatives.

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Create a space for open feedback.

Communication is a powerful factor in building employee engagement. By implementing strategies that open communication across the organization and acting on employee feedback, you can help employees feel as though they are shaping the workplace. This builds trust and strengthens employees' connection to the organization. To foster this collaborative environment, consider:

• Daily or weekly surveys on employee experiences

• Regular meetings between employees and higher levels of management

• Open Slack or communication channels for employees at all levels

Open communication exists at many top-performing organizations, including Apple. By ensuring employees at every level feel valued and open to giving feedback, you can create  a workplace where people feel empowered to contribute.

Provide learning and development opportunities.

When employees can see clear opportunities for growth with the organization, they may be less likely to feel the need to look elsewhere for advancement. Demonstrate to employees that they have opportunities to expand within the organization and that internal candidates are promoted to higher positions within the company. Consider implementing ongoing learning opportunities such as:

• Lunch and learn meetings where speakers can share expertise and network

• Training opportunities to learn new skills

• Learning opportunities in line with company goals to help employees grow within roles.

Clear strategic alignment and a transparent company mission give employees a sense of purpose, which is one of the strongest factors in sustaining employee engagement. When employees feel they have the opportunity to thrive and contribute to meaningful change, they may feel more committed to their position and team.

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